By Bryan Rusche
Unsplash / Pixabay
Employees who receive helpful, continuous feedback from managers not only perform better, they’re also much more engaged.
Why Giving Feedback Is So Important
A survey conducted by leadership trainers Zenger Folkman looked into the feedback practices of 22,000 leaders around the world and found that leaders who scored in the top 10 percent on giving feedback had employees who were three times more engaged than employees with leaders scoring in the bottom 10 percent. The study also revealed that the bottom 10 percent of leaders had employees who were three times more likely to think about quitting
Positive feedback is best. Reinforcing the behaviors you want from an employee has the biggest positive impact on engagement. The biggest problem is when there’s no feedback at all.
Gallup examined the impact of positive, negative and no feedback on engagement. Specifically, they looked at engagement levels between employees who received feedback focusing on:
- Positive strengths;
- Weaknesses; and
- No job feedback at all
The survey found that the biggest engagement gap was between workers who received praise or congratulatory feedback and those who were ignored with no feedback.
Only one percent of employees who received positive feedback were actively disengaged compared to a whopping 40 percent of those who didn’t receive feedback.
What about negative feedback?
Not all feedback has to be positive. Gallup also discovered that only 22 percent of employees receiving negative feedback were disengaged. And while that’s far from ideal, it is half the disengagement level of those who received no feedback at all.
How to Give Good Feedback
We’re huge proponents of the radical candor framework created by Kim Scott, co-founder of Candor. She has built her career around a simple goal: creating bullshit-free zones where people love their work and working together.
To get the good stuff directly, check out:
- Or, if you prefer video: https://www.youtube.com/watch?v=4yODalLQ2lM
One thing Kim is quick to call out is the negative connotation feedback has. For that reason, she prefers to call it guidance.
The single most important thing a boss can do is focus on guidance: giving it, receiving it, and encouraging it. Guidance, which is fundamentally just praise and criticism, is usually called “feedback,” but feedback is screechy and makes us want to put our hands over our ears. Guidance is something most of us long for.
In order to provide that guidance, there are two important considerations. The first is caring personally about the person you’re giving feedback to. It’s what Kim calls the “give a damn” axis. The second is the ability to be clear and direct. She calls this the “willing to piss people off” axis. When you have both, you have radical candor and it’s what you need to strive for.
To help further, the team at Candor created an acronym to describe what radical candor looks like: HHIPP. Radical candor is:
- In Person (in private if it’s criticism and in public if it’s praise); and
- Doesn’t personalize
How to avoid giving the wrong Go to the full article.
Source:: Business 2 Community