Last time we shared the all-powerful skill will matrix as a starting point to improve performance across your team.
However, to ensure the skill will matrix is working well for you as a manager you will need to develop several skills including;
- your coaching capability
- your skill in giving feedback
Both coaching and feedback are huge topics and ones that when mastered lead to great managers and leaders. We will cover coaching capability in another post, and today we will start to explore how feedback works to improve performance.
What is Feedback?
Quite simply it’s a way to share with people how they are performing in their role.
Specifically, feedback enables:
- Employees to improve their performance.
- Underperformers to get back on track.
- Individuals who are doing well to be clear on how they can take their performance to the next level.
Feedback and its delivery should always come from a positive place. It is meant to be a constructive process! Please remember that. Giving feedback is about continuous learning and improvement and developing an environment where not only is it OK to make mistakes, it’s encouraged provided people learn from their mistakes.
When this ‘atmosphere’ is created, your employees are more likely to view feedback positively and use it to improve their performance.
Timing Is Key
In an ideal situation feedback ‘should’ be delivered as soon as possible after the event rather than stored up for an annual appraisal later in the year.
I appreciate both you and I live in the real world, and instant feedback isn’t always possible or appropriate.
A Zestfor client recently shared that a member of his team had presented at an international event. The individual had a technical disaster (partly through not carrying out the agreed checks), and the delivery was a nightmare. As the person came off the stage, the tears were flowing fast; not the best time to deliver the obvious statement of; “why didn’t you check your laptop?”
A point to always consider is the receptivity of the coachee who will be receiving your feedback; particularly if you want it to be acted on.
Important: In some situations, fast feedback is important especially if it involves a legal or value issue.
In Private or Public?
In some work situations, managers still deliver feedback in front of others. This is a definite ‘no no’ if you want credibility as a manager and a high performing team; especially when delivering developmental feedback.
Though someone’s behaviour might take you by surprise, as soon as you can after the event, discuss this with them in private. We are all human beings and deserve respect.
The only caveat to this is the delivery of motivational feedback where you know the individual well and their love of being recognised in front of their peers.
2 Key Types of Feedback
There are many types of feedback and two of the most important to master are development and motivational.
Developmental Feedback
This style of feedback is focused on improving performance related to what isn’t working, and what needs to change and importantly how to improve it. This ideally needs to focus on behaviours. What was observed and consequently what needs to change?
Simplistically this is how it might work.
1. Describe the behaviour.
“The last three times I have seen you running through the Acme process you have made errors.”
2. What will happen if it continues? ( consequences)
“ If you continue to make these mistakes we will run behind schedule which means delays across the whole business and potential loss of revenue.”
3. Direction or coaching?
Depending on where the individual is in the skill will matrix you might need to give direction on exactly what your team member needs to do differently.
Alternatively if the employee has the skills and knowledge and awareness you can adopt a coaching approach so that the the indvidual gains their own insight and generates ideas on what to do next time.
Which ever approach you choose, take time with the team member to practice their new approach so that they can feel confident using this approach next time. This is known as ‘future pacing’ desired ongoing behaviour.
Motivational Feedback
This is about recognition, building confidence and re-enforcing desired behaviours. Who hasn’t gone the extra mile when they have received praise for a job well done ? It is human nature after all.
In this context.
1. Describe the behaviour.
2. Relate the positive consequence to what it means both for the individual and the organisation.
3. Re-enforce the message with an identity statement such as: You are a good comunicator.
Feedback sounds pretty straight forward doesn’t it ? Well not always, though if you take onboard the foundational aspects we have shared here today you will be off to a great start.
Want to learn more about developing high performance? We’re giving leaders the opportunity to use our High Performance Decision Tree for FREE – if you haven’t already, download it now.
[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][fusion_button link=”https://zenawiggins.co.uk/freetool/” color=”default” size=”” stretch=”” type=”” shape=”” target=”_self” title=”” gradient_colors=”|” gradient_hover_colors=”|” accent_color=”” accent_hover_color=”” bevel_color=”” border_width=”1px” icon=”fa-arrow-right” icon_divider=”no” icon_position=”right” modal=”” animation_type=”0″ animation_direction=”left” animation_speed=”1″ animation_offset=”” alignment=”center” class=”zestfor_download_button” id=””]Yes please I’d like your free download Liberating Leadership High-Performance Decision Tree[/fusion_button]
Until next time,
Julia [/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
