We hear lots of recommendations about using feedback to guide those in your team…
BUT what about going in the other direction?
It can be a tricky conversation, but the benefits are huge to both the manager and the employee when it’s done appropriately and effectively.
Benefits for the manager
Managers who receive feedback are more likely to have a thriving team where open and honest conversation is considered ‘the norm’. They’re more likely to improve their skills as leaders because they learn to understand how individuals in their team like to be managed and how to turn each of them into high performers.
Benefits for the organisation
The organisation will also benefit from employees who stay with them for longer, who thrive and who work together to achieve a united purpose.
Benefits for the employees
Employees who know how to give feedback effectively to their manager are more likely to feel valued as they understand their contribution to the company on a deeper level. They have a heightened sense of motivation and are eager to grow their skills within the company. They also feel respected and listened to; a key attribute of a productive employee!
Here are some ways that managers can proactively encourage their team to give feedback:
Ask them!
It sounds simple, but too many managers are fixated on giving feedback without listening to how their team are responding or how they like to be managed. When talking to your team, you should open the conversation with:
“If anything isn’t clear, or if I can explain this in a different way, please let me know.”
OR
“When you’ve had chance to consider this, can you let me have your feedback as to how I’ve delivered this as it will really help me.”
Another way is to directly encourage feedback:
“I know it might feel uncomfortable giving me feedback, but it really does help me manage you and the team better so we can all improve together.”
The important thing is to communicate to your team how much you value feedback so you can continue to learn and grow as a leader.
Show gratitude
Showing gratitude creates a cycle of appreciation that fosters open communication amongst team members – something which is so important for high-performing teams.
“Thank you for your feedback. It’s a valid point and I’m going to go away and think about what you’ve said and come back with some suggestions.”
Create a feedback culture
To really embrace the power of employee feedback, you need to make it an integral part of your culture. Emphasise the value of 360 feedback at every opportunity – from onboarding right through to the moment an employee leaves.
Make it clear at your weekly team meetings, at every 1-to-1 and employee appraisals. You’ll be surprised how quickly a culture can change with regular reminders and consistency.
Anonymous surveys
Run anonymous surveys with your team to give them freedom of expression. Some people are better at writing down their feelings than they are expressing them verbally.
This is also a great place to start if you are a new manager and your team isn’t used to giving feedback in this way.
Share the outcomes of the feedback
People are more likely to continue their feedback if they know their words are being acted on. By sharing what improvements you’ve made, whether personally, or for the wider team, it will encourage regular and open communication.
There may be times when a manager gets feedback that just isn’t practical or viable. When that happens, it’s important to let your team know, and the reasons why you aren’t able to make changes.
It really is up to managers to carefully and consistently create opportunities for direct reports to give feedback in an open and honest way. And those who are committed to self-development will take the feedback constructively and know how to act on it.
If you would like more help with getting your direct reports to give feedback, speak to one of our team who can implement some initiatives to set you on the right track.
