Most companies begin integrating feedback into their company culture by starting with manager reviews. Leading new processes within your team is an essential part of your role as a manager. If leadership fails to support and usher in new changes, they won’t become integrated into your company’s culture. A study by Meliorate found that 70% of all change initiatives fail. They attributed 33% of this to management behavior that does not support the change and 39% to employee resistance to change. It’s clear that your actions will influence the rest of the team. To introduce continuous feedback successfully, start leading by example:
1. Provide information
Thoroughly explain to your employees why your company is introducing continuous feedback, what the benefits are and how it will affect them. If they’re not used to giving feedback, your employee may not know where to start. Be sure to offer extra coaching and materials on how to give and receive feedback effectively. Answer any questions or concerns they might have.
2. Ask for more feedback
After you’ve explained how to do it, start the process by asking for more feedback regularly. Once you set the pace they’ll get a better idea of when and how often they should be asking for feedback.
3. Act on your feedback
When you do receive feedback, go out of your way to either demonstrate the changes you’re making or explain why it might not be possible at that time. For example, if one of your employee’s says they want you to give them more responsibility, suggest that they take the lead on the next project. If they’re not ready for this yet, explain what skills they need to develop first and help them set goals to reach this point.
This article is part of a management guide about how to become a better leader with feedback.
Manager’s Handbook: How will Impraise help me become a better leader?
Why I should start using Impraise
Starting the feedback process