Becoming a Better Boss Secret 12: Feedback

Feedback can be both positive and negative. Generally, it is easier to give positive feedback than negative. Surprisingly, neither is routinely delivered in most workplaces.

As a boss, you will need to let people know when they are doing good work. People need to feel valued.  Positive feedback must be a conscious effort and at the same time, be genuine.

You will also need to address problems. That is uncomfortable. We would prefer to keep things peaceful. Yet, when problems are not addressed there are dire results: poor performance goes unchecked; valuable resources are wasted; top performers become disengaged; and expectations are unclear – and unmet. Managers must be able to give constructive feedback.

Offering constructive feedback doesn’t have to be hard. In fact, a manager who builds in timely feedback may succeed in building a culture where feedback is accepted and welcomed – even desired.

It’s true that people in general, want to do good work – and they want specifics on how to deliver better results. One important point, when you deliver constructive feedback, focus on problems – don’t make it personal.

STEPS

1. Set it up – “I’d like to discuss . . . “
2. Describe what was observed. Remember to:
   1. Stick with facts.
   2. Be specific.
   3. Focus on problems.
   4. Use positive words.
3. Explain why this is not okay. In other words, explain why the problem is a problem.
4. Ask for their thoughts.
5. Ask – the confirm or explain – how they can change their behavior to correct the problem. Remember to be specific!
6. Summarize and give support.

Five Powerful Words
1. Option:
“Let’s explore some options . . .”
2. Idea:
“What ideas do you have for solving this?”
3. Recommendation:
“What is your recommendation?”
4. Suggestion:
“I am open for your suggestions.”
5. Solution:
“What solution do you propose?”

THINGS TO CONSIDER

• Invite regular dialogue about what’s working – and not working – and then listen. It is important to hear your employee’s perspectives on what is and isn’t working. You may be surprised.
• When analyzing how you will deliver feedback, first consider how systems and processes are impacting the problem, before blaming it on people.
• Keep your “finger on the pulse” – know what’s happening in your workplace. Consider eating lunch in a common area or doing some work in the middle of the action. Pay attention to what is going on around you.
• Acknowledge mistakes – especially your own.
• Holding people accountable is a responsibility of a leader.

For more information, check out Becoming a Better Boss – Your Guidebook to 25 Fundamental Management Responsibilities is now available at Amazon.com!