How to give great feedback
Given the rapid pace of change at work, that punchy pace in which roles are evolving, it’s never been more crucial to be able to give honest, helpful and motivating feedback as a leader.
Yet shockingly, my experience as a Change Mentor shows me that this business-critical leadership skill is left to chance and personal interpretation of what’s expected, with little or no support or training over 80% of the time.
Does this approach work? Only for the 20% who are naturally good at giving feedback and more importantly also naturally enjoy and value delivering it! For the remaining 80+% the knock-on effect of not being naturally skilled in this department can be high stress, high staff turnover, greater confusion and conflict with less growth, profit and job satisfaction.
“But there’s no budget to develop this skill Sally” I hear you say.
Well, I have a saying: “Leaders of creative businesses are very comfortable at losing money in an established way. It’s thrown onto the gambling wheel of bad recruitment. Time and time again”.
Take just a fraction of this budget and invest it into to equipping your key leaders, and if you are a Founder/Owner reading this, then also yourself, on how to give effective feedback. Your bad spend on recruitment will radically reduce, your talent retention rates will increase, and profit and culture will accelerate.
- Follow up, follow up and follow up. When I was a Headhunter, far too often the reason great talent left a business before they really needed to, was because promises for development were given in reviews and feedback sessions, but these promises were not kept. This is the quickest way to break emotional connection and then your talent is on the open market and you’ll fail to counter offer, no matter how much cash goes on the table!
You can email Sally for a more detailed guide on giving great feedback.
Alejandro Escamilla on Unsplash