Five advantages of employee-driven feedback

Simply sharing more positive feedback can have a major impact, not only on employee happiness, but on your organization as a whole. Learn 5 ways to get your people into the habit of sharing more praise!

The frequency of your coaching conversations will vary depending on your employee and their needs. However, there are a few rules you can follow to help you better assess when you’re going overboard and when you’re too absent.

Giving constructive feedback to employees may seem like one of your most difficult tasks as a manager. If you learn to give it effectively, you can avoid the drama and instead have an insightful conversation with your employee about their performance, and how they can improve it.

Do you feel you’re getting the most you can out of the positive feedback you receive? When your performance review comes around it can be a great relief to receive positive feedback. However, many people fail to take full advantage of the significant resources positive feedback can provide. 

Some of you may cringe at the thought of giving your co-workers constructive feedback. The temptation to simply say “good job” in a 360-degree review always seems like the safest bet, especially when the recipient is known to have a short temper. Learning how to give actionable feedback will help you keep calm and avoid office drama.

Surprisingly, the most drastic change when introducing a feedback culture will most likely occur at the C-level. If your company wasn’t used to giving regular feedback previously, the C-level are the last group that would have received feedback from anyone. Prepare them for the change with these tips:

With the increasing internationalization of the modern workforce, you will also have to keep in mind that cultural differences can add an extra layer to the feedback culture you want to create.

Enthusiasm for the new feedback culture is great, but what happens when you have too much feedback being exchanged?

Ultimately, you want to create a culture in which people have complete freedom to give feedback, but if you’re considering whether or not to initially filter the feedback given ask yourself the following questions:

The strongest way to make a new culture stick is by transforming new behaviors into regular habits. To really make feedback a part of your culture follow these steps:

When you first start the feedback process in your company, you may find that employees are slow to begin giving feedback on their own. What are the best ways to get your employees to give more feedback outside of performance reviews?

Some managers dread having the post-review discussion with their lowest performer. Instead you should look at it as an opportunity to pinpoint underlying issues and really help them reach their potential.

You may not always agree with the feedback you get. At the same time you don’t want to give your team the impression that feedback is a one way street. Here are a few tips to help you recognize when it’s ok to pass on feedback.

Don’t forget your remote workers! Having regular 1-on-1s, especially after a 360-degree review, is particularly important to building and maintaining a virtual work environment.