Feedback is the cornerstone of performance leadership within any team.
As a leader, providing effective feedback to your team members is crucial for creating a culture of continuous improvement. However, we know it’s not always easy, especially if you’re not in the habit of giving meaningful, regular feedback.
Many leaders we work at Nudge Forward feel traumatised by old fashioned and ineffective annual appraisal systems, feeling overwhelmed by the expectations of providing continual performance feedback to their team members. Hands up, who’s not been on the end of badly delivered, awkward feedback, most likely delivered via a rather unappetising feedback sandwich?
Here’s some headline stats to provide the impetus to build up your feedback giving skills:
- Team members of managers who provide weekly feedback instead of annual are 5.2 times more likely to strongly agree that they receive meaningful feedback. (Gallup, 2019)
- Almost all (97%) of Gen Z is open to receiving feedback, and 67% want it in a timely constructive manner throughout the year. (PR Newswire, 2018)
- 60% of respondents said they want feedback on a daily or weekly basis. (Linkedin, 2016)
- More than 75% of respondents said feedback is valuable to their work. (Linkedin, 2016)
Feedback is an essential way of:
- Raising awareness of what’s not being done well, what’s falling short of the expected standards. Timely and specific feedback should enable corrective action and progress towards achieving your expectations.
- Providing insights into what is being done well and meets or exceeds expected standards. The result of this type of feedback is to encourage and motivate engagement and continuity.
- Supporting growth and development to move beyond current performance and capabilities.
Here we’ll explore seven actionable strategies to help you give effective feedback to your team members:
1. Be Specific: Feedback information about observed behaviours
When giving feedback, specificity is key. Focus on behaviours rather than vague generalizations. Instead of saying, “You need to improve your communication skills,” try something like, “During team meetings, when you interrupt others, it disrupts the flow of conversation and can make team members feel undervalued.” By pinpointing specific behaviours and their impact, you provide actionable insights for improvement.
2. Embrace Radical Candor
Radical Candor, as coined by Kim Scott, emphasizes the importance of both caring personally and challenging directly when giving feedback. It’s about finding that sweet spot between being too harsh and being too lenient. As a leader, it’s your responsibility to provide honest feedback while also showing empathy and understanding. Radical Candor creates an environment where team members feel valued and supported while also being encouraged to reach their full potential.
3. Be Purposeful: Align Feedback with Values
Before giving feedback, ask yourself: What is the purpose behind it? Does it align with the core values of your team and organization? Feedback should not only address performance but also reinforce the values and goals you aim to achieve as a team. When feedback is purposeful and aligned with values, it provides clarity and becomes a powerful tool for driving positive change and growth.
4. Give Negative Feedback Individually, Positive Feedback Publicly
When it comes to feedback, the way it’s delivered matters just as much as the content itself. Feedback that could be deemed ‘negative’ should be delivered in a constructive way in private to avoid any embarrassment and maintain the individual’s dignity. On the other hand, positive feedback is multiplied when it’s shared publicly to celebrate achievements and foster a culture of recognition and appreciation within the team. This approach creates a balanced feedback environment where team members feel supported in their areas of improvement and acknowledged for their successes.
5. Timing Is Everything
Timing plays a crucial role in the effectiveness of feedback. Address issues as soon as possible, but also choose the right moment when the individual is receptive and ready to listen. Avoid giving feedback in the heat of the moment or during stressful situations, as it may lead to defensiveness and resistance. Instead, find a calm and appropriate time to have constructive conversations soon after an event to promote learning and development.
6. Develop a Habit of Regular and Encouraging Feedback
Feedback should not be a one-off event but rather a continuous process woven into the fabric of your team’s culture. Make it a habit to provide regular feedback, both positive and constructive. Work on developing your style so that it is more conversational feedback in a coaching style for maximum effectiveness. Notice the responses of your team members and observe how it impacts their performance and engagement. By incorporating regular feedback (daily or weekly) into your leadership routines, you create a supportive environment where team members feel valued and motivated to excel.
7. Lead by Example: Ask for Feedback Yourself
As a leader, it’s essential to lead by example. Encourage a culture of learning and growth by soliciting feedback from your team members about your own performance and contributions. By demonstrating a willingness to receive feedback and act upon it, you set the tone for openness and continuous improvement within the team. Be humble, be receptive, and be proactive in seeking feedback to become a role model for your team members.
Effective feedback is the fuel that drives innovation and excellence. By mastering the art of giving feedback, you empower your team members to reach their full potential and contribute to the success of your organization. With these 7 strategies in your toolkit, you’ll not only become a better leader but also create a thriving environment where feedback is valued and embraced as a catalyst for growth.
If you’d like help for you or your team to develop skills in giving feedback or develop your team’s approach to performance management in line with your organisations purpose, let’s chat about our bespoke coaching and training services.
We’re experts in helping leaders to achieve extraordinary outcomes.