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Today's Workers Are Hungry For Feedback; Here's How To Give It To Them
LEADERSHIP
Today's Workers Are Hungry
For Feedback; Here's How
To Give It To Them
G. Riley Mills Forbes Councils Member
Forbes Coaches Council
COUNCIL POST | Membership (Fee-Based)
POST WRITTEN BY
G. Riley Mills
G. Riley Mills is the Co-Founder of Pinnacle Performance Company and Co-Author of
the new book The Bullseye Principle.
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Sep 27, 2019, 09:00am EDT | 1,211 views
Much of our communication during a given workday involves the
providing of feedback or opinions to others — be it on a phone
call, in a performance review or during a meeting with a client.
Feedback is critical to development. As the great Winston
Churchill once remarked, “Criticism may not be agreeable, but it
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Today's Workers Are Hungry For Feedback; Here's How To Give It To Them
is necessary. It fulfills the same function as pain in the human
body; it calls attention to the development of an unhealthy state
of things.” Constructive feedback allows a person the opportunity
to grow, while positive feedback reinforces good habits and
results.
Unfortunately, most leaders are not very good at providing
feedback. Nine out of 10 managers avoid giving feedback to their
employees for fear of the employee’s reaction, and, in turn, only
29% of employees say they "always" know whether their
performance is where it should be. Sixty-five percent of
employees said they wanted more feedback from their managers
because they were not getting what they needed. Women are 41%
less likely than men to receive feedback as it relates to their
personal brand.
When it comes to younger workers, the hunger for feedback is
even more intense. One study found that 80% of younger workers
said they want regular feedback from their managers and 75%
want mentors who will provide them with advice and guidance
that can serve them in their lives and careers. Younger workers
generally prefer a flatter organizational structure where titles and
hierarchy are less important. One study found that 76% of
millennials think their bosses could actually learn something
from them if they took the time to listen. For bosses trying to
motivate a younger team and create a positive and supportive
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work environment, providing detailed feedback is essential.
There are three types of feedback that can be helpful for leaders
to utilize:
1. Directive feedback is used to provide guidance in the form of a
statement, request or requirement, detailing what you want them
to do and when to do it.
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Today's Workers Are Hungry For Feedback; Here's How To Give It To Them
2. Exploratory feedback is a conversation or questioning meant to
cause the recipient to think about and develop opinions on what
to do or how to do it.
3. Evaluative feedback is what most people think of when they
hear the word feedback, such as discussing the information in an
annual performance review.
Feedback is useful for both the person receiving it as well as the
person sharing it, and both contribute to the development of the
relationship and growth of the organization. Providing a genuine
compliment or giving credit to a peer or team member for a job
well done doesn’t cost you anything. Yet it will make the person
receiving it feel better and it will make you feel better for
providing it.
Here are some guidelines when delivering feedback:
State feedback clearly and absolutely. Being concise yet
firm when providing feedback is important to the team member
so they understand why you are providing the information and
that it is not up for debate. New research out of Brigham Young
University found that when it comes to receiving criticism or bad
news, most people actually prefer directness, candor and very
little, if any, small talk or buffer.
Time it right. For feedback to be effective, it should be delivered
in a manner that allows the other person adequate time to take in
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the information and make the necessary adjustments and
improvements. Provide feedback in a timely fashion so the person
has time to consider it and implementation is possible.
Show empathy and concern. Because criticism of our work
involves pride and ego, it can be difficult to hear. Think about
how you might react to hearing the feedback you will provide.
Keep the focus on performance and don't make it personal.
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Today's Workers Are Hungry For Feedback; Here's How To Give It To Them
Summarize and paraphrase their responses to confirm you are
both aligned.
Anticipate comments and questions. Once feedback is
delivered, it is common for the person receiving it to have
questions. Be open to them and take the time to clarify any
information that is unclear. Avoid making assumptions ahead of
time and try not to interrupt the other person before they have
finished sharing their thoughts.
Offer a plan forward. Because feedback is meant to improve
performance, it is important to be a resource for the team
member as they begin implementing a plan for improvement.
Frequently set dates and times to check in and assess progress. Be
accountable as a boss and make sure you are being an active part
of the growth and development process.
Whenever providing feedback, it is important that you and the
other person have an understanding that you are both working
toward a common goal. This sharing of feelings is called
mutuality and will help to create trust and contribute to a healthy
climate for discussion and development. Be specific with your
feedback and, most importantly, be sincere. If both parties care
about the interests of the other person and not just their own, it
will be easier to hear the criticism and, inevitably, implement the
change needed for improvement.
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Leadership is not about a title or designation. It’s about impact,
influence and inspiration. Leaders always set the tone for an
organization. So create an environment at your company where
feedback is not only encouraged and expected, but also
consistently modeled by all levels of leadership.
Forbes Coaches Council is an invitation-only community for
leading business and career coaches. Do I qualify?
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Today's Workers Are Hungry For Feedback; Here's How To Give It To Them
G. Riley Mills
G. Riley Mills is the Co-Founder of Pinnacle Performance Company and CoAuthor of the book The Bullseye Principle. Read G.... Read More
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