Creating A Culture of Feedback

Communication, communication, communication………if there is one thing that has stayed constant is that internal organisational communication is an area that employees want improved, no matter how good you currently are at it.

One of the key areas of demand is Employee Feedback. This includes employee performance feedback, employee attitude feedback and anonymous 360 feedback to managers and supervisors. The challenge, however, is developing a culture of feedback that supports and encourages managers to provide performance feedback to their direct reports.

We need to start by showing managers how to give feedback in a manner that is not confronting. We have found that the best way to teach them how to give feedback is to assist them with a proven process that provides performance feedback examples and 360 feedback examples.

First, let’s start with what is feedback?  Whether it be 360 feedback or performance feedback, feedback is generally based on the perceptions of colleagues that an individual interacts with on a daily basis. It cannot be underestimated how important it is to receive constructive leadership and performance feedback and then act on this feedback to improve the way you interact with those around you. The ultimate aim of any program is the improvement of the outcomes, whether that be individual or team performance or people management or leadership capability.

Here are some performance feedback example questions that you can use:

  • What have you achieved in the last month that you are really proud of?
  • Have there been any decisions you have made in the last month that, in hindsight, you would now change?
  • Do you feel that you are fulfilling your primary role expectations?
  • Am I, as your manager, providing you with the direction, coaching, mentoring and leadership you expect and need?

Here are some 360 feedback example questions that you can use:

  • Do you speak with enthusiasm and passion?
  • Are you clear, concise and straightforward in your communication?
  • Do you solicit ideas, suggestions and opinions from others?
  • Do you listen carefully to what others have to say and do not interrupt them?

One of the most important feedback skills to learn is how to give feedback to your direct reports. The number one priority is to be objective, use the 360 feedback and performance feedback you have gathered, do not use suppositions, guesswork and/or emotive arguments. Structure your feedback session to achieve a positive outcome, this does not mean that you do not hold your employee accountable and challenge their actions.

 

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