How do you give feedback?
Jill Geisler kicked off 2010 by blogging “What Great Bosses Know about 5 Resolutions Worth Keeping,” and now she’s fleshing out the details on how to keep those resolutions, starting with five ways to “double your feedback.” I agree with Geisler that more feedback is, in most cases, a good thing because employees crave it and it doesn’t cost a cent.
In tough times such as those we’re facing now, feedback is a valuable cheap trick to boost motivation and morale in the workplace. And I’m not just talking about positive feedback. When you only tell your employees what they are doing well, they will assume they are perfect, or, more likely, they will begin to doubt your sincerity. Your goal should be to achieve a good mix of praise for work done well and constructive criticism to inspire improvement.
How do you give feedback to your employees? How often? How much? What kind? And how do you see it helping your staff and their morale?
Image credit, stray_cat via iStock
Posted by Kari on January 8th, 2010 at 8:39 am
Great article and we were just talking about this topic at a recent leadership meeting.
Personally, I give each of my people an hour of scheduled 1:1 time every month. Now I only have 5 people on my team so it's manageable. We use it mainly as their time to talk about what they want, what they need etc. I also use a bit of that time to talk about what I've been seeing in them for the month and to revisit their goals: where they are and if they're on track. It's helpful come review time at the end of the year, because there are rarely surprises and they help provide information all through the year.
It really opens up communication knowing they have that time to themeselves. It's worked for me.
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