Feedback loops and discpline
It's not really shocking that most people dislike providing constructive criticism. And subsequently, it also isn't surprising that most employees express dissatisfaction with their employer because of a lack of appreciation and candor. Many of us have a natural tendency to avoid confrontation or difficult conversations.
This gets amplified when things escalate to the point of disciplinary action. Being provided no feedback and then suddenly finding yourself sitting across from a boss and HR, will set off even the most loyal employees.
GIVE FEEDBACK ALL THE TIME - SERIOUSLY, ALL THE TIME
In a perfect world, nothing should come as a surprise to your employees. They should always know how they are doing relative to your expectations. Anything less is a failure of leadership.
Negative feedback can be difficult, but it's not the only kind of feedback you should be giving. Positive feedback, when delivered consistently, is a powerful tool. One that can help make having a more difficult conversation, easier.
The Harvard Business Review did a study that showed 82% of Americans feel their managers don't recognize them enough for their efforts. And 69% of employees surveyed said they would work harder, if their work was recognized.
So the way we see it, you've got two really great outcomes available to you: no surprises about performance issues, and a more engaged workforce.
It's just too bad leaders for all their skills, seem to be afraid of taking the time to actually talk to their employees (some, not all, but given the stats based on employee feedback, way to many still...).
THE MATH ON WHY IS KINDA CRAZY, THAT IS IF YOUR BUSINESS IS INTO MAKING MONEY AND NOT WASTING IT
Ok, so you've decided to take the plunge. You're going to go all-in on candour and feedback. Give this koombaya stuff a try. Get all touchy feely and mushy, talk emotions and sh*t.
Yeah see, that's a big part of the issue, if that's what you think it is.
Sure, emotions and being self-aware of your feelings, and the feelings of your staff are important. But it more means you don't trample all over them. The greater goal is to create a culture of accountability. One where your employees know what you expect, and that they also know you're going to keep them informed on how they are measuring against those expectations.
According to Partners In Leadership, a leadership consultancy firm, 91% of employees report that accountability is a top organizational need. And if that's not good enough for you, according to the American Management Association, 21% of honest survey feedback states that employees avoid responsibility on the job. True estimates put that number at closer to 30%-50%.
One-third to to one-half the workforce disengaged and not producing at a meaningful level. Has that got your attention? Because it should. Businesses are wasting a ton of money here due to lack of accountability. A ton.
FINALLY, SOME TIPS ON HOW TO SET-UP THE FEEDBACK LOOP FOR SUCCESS
Make sure you deliver feedback appropriately. Positive feedback can be given publicly or privately. Negative feedback should always be given privately.
Make sure your feedback environment is safe. That also means you stay calm while delivering it. No yelling or belittling. Ever. Trust me. Don't.
Try not to use accusatory language. And likewise don't lead with assumptions or let your emotions dictate how you talk.
Bring boatloads of empathy. B-O-A-T-L-O-A-D-S. You need to understand where your employee is coming from, which means the conversation has to be more two-way than you would normally think. Make sure they realize you truly care, and provide examples of your own experiences to help further the conversation.
Make this a regular thing! You want your workplace to have a culture of feedback. So people feel safe and comfortable telling you things as much as you telling them.
Feedback should not be something to be worried about. It's a leaders greatest tool for getting their employees engaged and happy. Do it!
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