Leader-managers owe it to employees to let them know their contributions are appreciated and how they could contribute even more effectively. No doubt you agree.
But do you get hung up on the word ‘feedback’? Don’t. Banish it from your mind and replace it with the word ‘information’. That way, you aren’t thinking ‘complaints’ and ‘criticisms’ but ‘insights’ offered in a caring, helpful way. Caring, helpful insights are indispensable to healthy workplaces and work teams.
This means banishing negative general comments and body language that implies ‘Oh, no – not you again’. Sarcasm, rolling your eyes, ignoring people or their efforts, and even heavy ‘hints’ fall into this category. It also means banishing telling people they’ve done something ‘wrong’ without explaining how to do it ‘right’.
Instead, motivate and lift people’s spirits with positive general comments that show you’re glad to be working with them. When you want to make sure what you’re commenting on is repeated, be specific – say what you appreciate and why you appreciate it. That builds and maintains first-rate performance.
When you want to help someone contribute more effectively, be constructive. Provide practical information that can help the person lift their performance.
So here’s your challenge for this week: Tell each of your team members something that you appreciate about the way they work and contribute. In a different conversation, show them how they could tackle a task to achieve a more effective outcome. (To find out why to separate your positive and constructive comments, see my blog Why the ‘sandwich technique’ for feedback doesn’t work.)