Feedback and Following Up
Explore how to give timely, actionable feedback that focuses on actions and outcomes rather than personal criticism. Understand ways to build trust through sincere compliments and maintain open communication, including virtual face-to-face methods. Learn how to balance positive and negative feedback to motivate your team and ensure continuous growth and accountability.
Feedback
For your team to grow, they need more than feedback. To build a high-performance culture, managers should be allies, help employees identify outcomes, and create a plan they’re confident with. Telling people, they are missing the mark is not the same as helping them hit the mark. Managers should shift from being a critic to being an ally.
"Feedback is like an unpolished diamond; to the untrained eye, a freshly mined gem may not look valuable, or even attractive."
- Sharad Bajaj
We would all like to believe that we respond well to feedback. We learn and change when we hear it because we are always striving to be better. But leaders are just like everybody else. Feedback may make us defensive, and our first impulse may be self-protection and defection. We may shield ourselves and then throw the feedback back to the sender.
Importance
Useful feedback is a big part of the growth mindset.
Good managers know how to give feedback. Good feedback must be:
- Specific
- Actionable
- In a fresh context
It’s vital to provide feedback in real-time instead of waiting for monthly or yearly reviews. One should give ...