Giving feedback is hard. At home. At work, In relationships. In a professional setting. We all worry about delivering any sort of feedback, good or bad nd most of us will go to great lengths to avoid it. We fear being judged harshly, coming across as the bad guy and often don\u2019t know from which angle to approach from. So why are some of us good at it in certain areas of our lives, but when in a work setting, we seem to make it more difficult than it needs to be? The thing is, feedback is essential. Essential for growth, for progression and to establish a true and meaningful connection with our co-workers. It is the single tool that has the greatest impact on motivation, performance and individual contribution. <\/p>\n\n\n\n
Feedback is not only essential, it is actually desired. Research shows that 4 out of 10 employees actively disengage from their jobs if they get little or no feedback. Managers and team leaders need to view feedback as a gift, as most employees genuinely want to progress, understand how they are doing, where they can improve and receive recognition when things are going well. In fact, giving positive feedback can hugely impact motivation and re-energise team members, so it\u2019s important not to underestimate its importance. <\/p>\n\n\n\n
For those of you who think they already tick the feedback box, we\u2019d like to encourage you to keep reading, just in case. You see, at Let\u2019s Talk Talent, we have seen a clear disconnect between managers and employees: research shows that most employees (65% in fact) would like to receive more feedback, whilst most managers (58%) said they give enough feedback. So, as a team leader, how can you make it easier to generate and encourage a growth mindset within your business by using the kind of regular feedback that creates motivation and gets employees to strive for more? We\u2019ve got a few top tips for you. <\/p>\n\n\n\n
Before we dive into the \u2018how\u2019, we thought we\u2019d go through the \u2018why\u2019. Most businesses value growth and innovation as part of their internal cultures. After all, a growth mindset is essential in order for business innovation as well as personal development to take place. But a growth mindset doesn\u2019t just happen magically. It needs to be cultivated daily through consistent developmental feedback. <\/p>\n\n\n\n
Performance, whether it\u2019s about an individual or a team, isn\u2019t static. In order to progress, people need to be stretched, challenged, and motivated. So when it comes to growth, we adhere to the 70:30 ratio, where 70% of an employee\u2019s role should be comfortable (so as not to feel overwhelming), and the remaining 30% should be more challenging (so as not to be boring). But the latter part of the job requires support in order for staff to evolve and move in the right direction whilst feeling comfortable making mistakes and trying out new things. This support can take many forms, from additional training to mentoring or coaching, but your main career development tool should always remain constant: regular, on the job developmental feedback. <\/p>\n\n\n\n
Now that we\u2019ve convinced you that it\u2019s time for all of us to up our feedback game a bit, we won\u2019t just leave you high and dry to figure out how to make it part of your management arsenal. And the best advice we could start with is a simple one: don\u2019t wait. The most effective feedback is given \u2018in the moment\u2019, in a timely fashion. Don\u2019t wait for your scheduled routine one-to-one meetings or worse, your staff\u2019s annual performance review, to circle back on a task or project and discuss it. If creating a culture of trust and collaboration is at the top of your cultural agenda, make sure that giving praise or helping someone navigate a tricky situation is a key part of the way you lead your people and your team. <\/p>\n\n\n\n
But timing isn\u2019t the only factor to consider in the equation. The way feedback is delivered is also crucial. That\u2019s why we recommend following the EDGE framework for a sure-fire way to address all important aspects, whether positive or slightly less so, of a particular situation: <\/p>\n\n\n\n
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