Lessons On Feedback
How to hone and help your team to higher performance
Feedback is often one of the hardest aspects of leading teams, especially when it involves addressing mistakes or errors.
When someone on your team makes a mistake, your role as a leader includes not only correcting the error but also coaching the individual to improve for future tasks.
That second set is often overlooked and under appreciate. Pointing out the error is the easy part, the hard part is taking the time to coach your team member to better performance. That’s often not done in one sitting, but it’s covered over multiple steps to improve their abilities.
Let’s dive into how you can give better feedback!
Addressing Mistakes:
Immediate Action: It's crucial to address errors swiftly to prevent them from escalating. The goal is to correct and coach, not just to criticize.
Multiple Opportunities: I believe in giving individuals at least 3-5 chances to succeed. The business world can sometimes be too quick to fire, but providing opportunities for growth can lead to significant improvements.
Documentation: Keep records of both the mistakes and the steps taken towards correction. This documentation helps in tracking progress and understanding patterns, which can be insightful for both the employee and the manager.
Praising High Performers:
Recognizing Overachievers: Feedback isn't just for correction; it's vital for those who go above and beyond. High performers need acknowledgment to sustain their motivation and prevent burnout.
Private vs. Public Praise: While some thrive on public acknowledgment, others might feel embarrassed. Tailor your approach:
Private Praise: Use 1:1 meetings, either by phone or in a huddle room, to give detailed, personal feedback.
Public Praise: If appropriate, celebrate achievements in team meetings.
Internal Recognition: When managing a global team, consider sending an email to your boss highlighting exceptional talent you see on the team you’re managing. This not only recognizes the individual's contributions but also informs upper management about the stars in your team, potentially impacting career paths positively for both you and them. It also shows that you have empathy for the larger team and organization.
Conclusion: Feedback, whether corrective or celebratory, is a cornerstone of effective team leadership. It shapes the culture of the workplace, influences employee satisfaction, and drives performance. Remember, the aim is to foster an environment where mistakes are learning opportunities, and excellence is both recognized and nurtured.
Feedback Welcome: How do you handle feedback in your team? Share your experiences or ask questions in the comments below.
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