How do you balance the need for feedback and autonomy in your team?
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Different people have different preferences when it comes to feedback. Some may welcome frequent and direct feedback, while others may prefer less or more subtle feedback. Others respond well to praise, while some seek constructive criticism. To balance the need for feedback with the need for autonomy, understand who your team members are and what they need. Tailor your feedback approach to each person. Use tools like personality tests, feedback surveys, or one-on-one conversations to learn more about their feedback preferences and expectations.
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Upon onboarding a new recruit, I quickly determined her presentation skills were sub par. I was apprehensive about sharing this feedback, until I realized what I was missing: her feedback preferences. I took a few minutes in our next one-on-one to talk about the typical avenues for formal and informal feedback in our organization, share my own preferences, and ask about hers. It opened the door for a candid conversation about her presentation skills, and a collaborative discussion around how she can work on it, and ways I could support her along the way.
One of the main reasons why feedback is important is that it helps your team members understand how they're doing in relation to the goals set for them. As you work to balance both feedback and autonomy within your team, be sure to set specific and measurable expectations and communicate them frequently. This way, your team members will have a clear direction and a sense of purpose. They'll be able to self-assess their performance without relying too heavily on your feedback.
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One of the most important things about any team no matter how big or small is as a leader you set very clear expectations for each of your team members. This helps them understand what you are expecting out of them on a weekly or daily basis and allows them to plan accordingly to stand up to your expectations.
Feedback can be delivered in various ways and at different times, depending on the purpose of said feedback. To balance the need for feedback with your team's need for autonomy, use a mix of formal and informal feedback methods. Formal feedback methods include performance reviews that are scheduled and documented. In contrast, informal feedback methods include spontaneous feedback that's given on the spot — as part of a casual conversation. Formal methods can help you provide comprehensive feedback to your team members, while informal methods can help you provide timely feedback.
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Timely feedback is more critical for individual development than formal feedback methods. Introducing the feedback on the heels of a demonstration of the behaviors you want to improve creates a mental association with the experience and the need for improvement.
Feedback isn't a one-way street. You need to ask for feedback from your team members as well. Doing so shows that you value their perspectives and that you're open to learning and improving. It also creates a feedback loop that encourages your team members to give and receive feedback more often and more effectively. You can solicit feedback in several ways, including surveys, meetings, or casual conversations. Use that feedback to improve your leadership, communication, and decision-making skills.
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You need to understand that your responsibility is not just restricted to giving feedback. You should also be open to taking feedback on everything that will help others grow and improve on it too. This encourages every team member to be open about their communication and feel free to share and work on given feedback too.
Encourage and empower your team members to give feedback to each other as well. Peer feedback allows team members learn from one another, share best practices, solve problems, and build trust. It can also reduce your managerial workload and increase your team's self-reliance and accountability. You can empower your team to give feedback to each other by creating a feedback culture that values honesty, respect, and support. Also, provide them with guidance on how to effectively give and receive feedback.
Don't use feedback to micromanage or dictate your team's actions. Respect your team's autonomy and let them make their own decisions, take their own risks, and learn from their own mistakes. Feedback is meant to guide and inspire your team's growth and development — not to limit or undermine their potential. Respect your team's autonomy by giving feedback that focuses on the outcomes, not the process. Additionally, give them feedback that offers suggestions, not instructions, along with feedback that acknowledges their strengths, not just weaknesses.
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