Getting Good Feedback

By Douglas Weinstein
Published on: September 5, 2018

Content powered by:

Want to know how you’re doing as a company? Want to know what your employees think about you as a manager? Take a deep breath and buckle up sunshine, we’re going to talk about how to get real insight from your peeps. Honest feedback. Feedback you need to understand what’s working for your company/culture and what’s not working and possibly holding back performance.

Start by cultivating an open feedback culture. This is the perfect time to be a real manager of people. Get out in front and start the conversation. Pop into team meetings and offer your views and ask others about their views – are we on the right track, what can we be doing better, etc. Begin to create an atmosphere where constructive dialogue is just that – constructive. Listen to your team members and encourage them to speak up if they have something to contribute to the conversation.

Don’t make it personal. It isn’t about anyone’s motives, it’s all about the process. Don’t personalize – always remember, praise in public, scold in private.

Take a good look around. An effective manager has their ears to the ground and listens. A great manager reads body language and can sense when the wheels are about to come off the bus. Don’t get trapped into sitting behind your desk all day – it takes real practice to get out among your team members and see how the vibe is in your day-to-day operations.

Be the first to call B.S. One thing you can’t afford is to let open dialogue devolve into petty squabbles or let it create factions within your teams. If you find (and you will!) individuals who just don’t get the gist of the constructive dialogue/feedback program, pull them aside and school them on how to correctly participate. Immediately put a halt to anyone who derides the concept of constructive dialogue and self-aware company feedback. No one needs that kind of B.S.

Recognition and Reward. If you want to maximize the effectiveness of constructive company feedback, integrate an R & R program. See my previous posts, starting with article One if you aren’t familiar with, or would like to begin an R & R program for your company. Recognizing and rewarding constructive feedback encourages others to participate.

 

Douglas Weinstein

Douglas Weinstein

Doug is the managing editor and co-founder of the Technology Insider Group. He is also the executive editor of the forthcoming Technology Designer Magazine, that debuts January 2019. Previously, he was the co-founder and Executive Director of the Elf Foundation, a non-profit organization that created Room of Magic entertainment theaters in children's hospitals across North America.

Pin It on Pinterest