Six Ways to Offer Motivating Feedback
Amanda Setili offers a concise post to help team leaders provide feedback that motivates their team.
It amazes me how motivating I’ve found the feedback from the sensor I use while kiteboarding, which tells me how high I jump and how my jumps compare to other kiters around the world. That got me thinking about how when I change my technique or equipment, I can immediately see the impact on my results.
How, I wondered, can we make feedback at work this helpful, and energizing?
That thought led me to create six principles that can transform feedback from annoying to amazing:
1) Feedback should come from the work itself: The best feedback comes from the work itself, rather than from an employee’s supervisor. Make it easy for employees to see the results of their work, every day. For example, funnel customer comments directly back to the employees involved.
2) Feedback should be close to constant: Employees need frequent feedback, so that people can see how they’re doing and so they can adjust course as conditions change. Think daily… rather than weekly, monthly or annually. That’s one reason you should design the work so that feedback comes directly from the work itself, with no intermediary (point #1, above) — as a manager, you won’t have the time to personally give feedback to every team member every day.
Key points include:
- Frequency
- Guidance towards goals
- Going beyond results
Read the full post, Six Ways to Use Feedback to Energize Your Team, on LinkedIn.
