THE ART OF: Giving Feedback

Hey there Frontline Leaders: Here I am again, this time to give you the ABCs of how to unlock the Power of Feedback!?

Ever feel tongue-tied when it comes to giving feedback? Know that you're not alone! Feedback, whether positive or constructive, can be a tricky and often difficult conversation. But fear not, frontline leaders! Mastering the art of feedback is a leader’s superpower that boosts morale, motivation, and performance for both you and your team.?

To level set, think of yourself as a skilled gardener. Just like plants need regular attention and nourishment to thrive, your team members need feedback to blossom and reach their full potential.?

Here's the intel on why feedback, when done right, can be your leadership secret weapon:?

• Boosts Performance: Clear and targeted feedback helps team members understand their strengths and identify areas for improvement, leading to better results.?
• Builds Confidence: Positive reinforcement celebrates achievements and motivates individuals to excel. Even constructive feedback, delivered with care, can help build confidence and resilience.?
• Strengthens Relationships: Honest and open communication fosters trust and respect between leaders and team members.?
• Improves Team Dynamics: Effective feedback promotes a culture of continuous learning and growth, benefiting the entire team.?
• Increases retention: Companies that prioritize feedback see a 14.9% lower turnover rate, according to a study from oak.com . When employees feel heard and supported, they're more likely to stay.

?

Interesting Facts About Feedback (and Why We Often Avoid It!)?

A study showed that a whooping 96% of employees say getting regular feedback is a positive thing (explodingtopics.com ). They desire to improve and feel valued. Yet many managers shy away from giving it. This could be due to fear of confrontation, not knowing how to deliver feedback effectively, not giving importance it has (yes!! Forgetting all together!!) or simply feeling uncomfortable. ???

So, leaders, clearly implementing a feedback culture in your team is the way to go. However, just giving feedback is not enough; it needs to be meaningful. 80% of employees who receive actionable feedback in the past week are fully engaged [gallup.com ]. Feedback should be specific and focused on development.?

I am sure you are wondering, if feedback has so many positive effects in team dynamics, why is it not used all the time? Neuroscience provides some clues as to why we often struggle with feedback, especially critical feedback, for both the giver & the receiver.?

For the giver: Our brains are wired for social connection, and delivering critical feedback can feel like a threat to that connection, making us want to avoid the conversation altogether. It can trigger social anxiety as we may worry about hurting our team’s feelings or damaging the relationship.

For the receiver: When we perceive criticism, our amygdala, the brain's threat center, can get activated. This triggers a fight-or-flight response, leading to defensiveness, shutting down, or emotional responses. This makes it hard to listen receptively to the feedback.

But remember, feedback is a gift. It's about helping your team members reach their full potential, so as leaders, we must learn to master this powerful art.

?

Ready to become a feedback ninja? Here are some actionable tips you can use right now:?

• Choose the Right Time and Place: Deliver feedback in a private setting when emotions aren't running high.?
• Focus on Specific Behaviours: Instead of vague generalities, highlight specific actions or behaviours you observed, without focusing on the individual or having preconceived judgments or bias.?
• Balance the Scales: Don't just point out shortcomings; acknowledge and celebrate their successes too!? Remember the 6: 1 ratio. Studies show that high performing teams give 6 positive feedback for every negative constructive feedback.?
• Focus on the "How," Not the "Who": Instead of personal attacks, focus on how their actions can be improved.?
• Be Clear and Direct: Avoid sugarcoating or ambiguity. Be clear and concise in your communication.?
• Encourage Two-Way Communication: Feedback is a conversation, not a monologue. Listen ‘actively’ to their perspective and answer questions.?
• Focus on Solutions, Not Just Problems: Don't just point out issues; offer suggestions for improvement.?
• Be Timely: Don't let feedback marinate! Address issues shortly after they occur for maximum impact.?
• Show Empathy: Acknowledge their feelings and understand their perspective.?
• Be Patient: Change takes time. Celebrate even small improvements and encourage continued progress.?

Remember to Feed Forward. Feedback is about future progress, not perfection.

Challenge Time: Level Up Your Team Performance through Feedback!?

This week, challenge yourself to provide specific and actionable feedback to a member of your team. Here's how to make it a success:?

• Schedule a dedicated feedback session and follow the playbook.?
• Focus on both positive reinforcement and one area of improvement.?
• End on a positive note: Reiterate your confidence in their abilities and offer your support.?

Let's Talk!?

By putting these tips into practice, you'll become a leader who empowers your team through effective feedback. Remember, feedback is an ongoing process, not a one-time event.?

Now it's your turn! What's your biggest challenge when it comes to giving or receiving feedback? Share your thoughts in the comments below.?

Stay tuned for the next edition, where we'll tackle another communication challenge and help you take your leadership and communication skills to the next level!?

P.S. Time for you to give me feedback! Did you find this helpful? Share your experience with feedback in the comments!