Vers un nouveau marketing...(Towards a new marketing approach...)

How to give feedback to your employees?

There is the mid-year review, the end-year review but in my team this is more an HR process. Giving feedback should not be only once or twice a year, it should be constantly. Your weekly one on one should be the opportunity to give feedback and to receive feedback. If the person is doing great, it is going to build her self confidence and make her feel good on a sustaining basis. If the person does less good, she will be able to readjust faster and also she will be able to not get this big dump at once. The lack of performance will be a temporary situation, understood and on which manager and employee work on together.

I have seen lots of bad ways managers are giving feedback:
  • The ones who, no matter what rock star you might be, will only emphasize your bad side and make it much bigger than it is so at the end you just feel horrible
  • The ones, who will never tell you the truth and you actually never receive feedback
  • The ones, who are only seeing one perspective and who do not really know what you are doing so they cannot give you an accurate feedback
  • The ones, who will dump everything only once a year and make you overwhelmed to the point you only want to quit
  • The ones, who only rely on rumors and are not capable of making their own judgment of yourself or who do not know how to balance others point of view and theirs (either their point of view or others is overemphasized)
  • The ones, who will dissect all of your attitudes, communication and anything to a point that you feel like you are just doing nothing right.

I remember one of my best managers who told me that one of his best managers taught him that we should always focus on what people are good at. It is easier to improve what you are good at than what you are not good at.

I apply the following rules with my people:
  • Provide frequent feedback and react quickly when something is not how it should be. Address situations as fast as possible so that they get an opportunity to understand quickly and to adjust quickly
  • Do not make them feel guilty. Nobody is perfect and neither are you so be empathic and tell them that you are going to work with them on the issue
  • Recognize the changes and the improvements people make. Tend to always emphasize the positive and reinforce the positive
  • Do not get stuck on things that are not important. Everybody have their flaws. As long as it is temporary or is not a major disruption, I do not even bother mentioning it. I see the larger picture, not the details
  • I do not judge, I listen and I help. I also give people time. Sometimes, some changes might take longer than others
  • I am true to my words so they feel comfortable.
  • I ask them also feedback about myself and how I can do anything better for them. As managers it is our responsibility to help them and also improve on our side to make them be better.

In many organizations, the time of the reviews is always a bigger deal than it should be just because employees are afraid (because not prepared) or managers do not know how to do it best. It should not be a surprise for anybody. If you are doing the things right, it should just be a summary of what they already know and everybody should go through this process very peacefully.

Vendredi 29 Août 2014
Vanina Delobelle
Lu 18924 fois

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