Asking the Right Questions is Only First Step...

When you ask someone how they are doing, are you asking to hear an honest answer or simply to be courteous?

Ask most employees how they react when their bosses ask them this same question, they often roll their eyes and say, they ask, not because they really want to know but it's what they're supposed to do. It's a check mark on a list of things expected of managers.

So, is it any surprise when you do genuinely ask, are very interested, and truly want to know, even formally from a 360 assessment or employee engagement survey, they don't give you anything back?

Our latest podcast episode dove deep into this topic, if you want to check it out. #340 - How to Ask the Right Questions for Feedback.

Over the years, from coaching hundreds of up and coming leaders and seasoned professionals, the common struggles I've discovered when it comes to seeking feedback are:

1. Managers don't want to know as they will then have to take even more time out to follow through on what they learn.
2. They're not comfortable receiving the feedback - good or bad.
3. They don't know what questions to ask to ensure they get the feedback needed.

Now, struggles #1 and #2 require a focus of their own, which we will do over the next couple of weeks.

But #3 is an easy one to address right now, as it will set you up to receive the quality feedback you want from employees, who may have previously been passive in being up front with you.

What's In It For You?

Learning to ask the right questions is a powerful skill that can unlock your team's potential, improve employee retention, drive better performance and profits for your business, and help you gain valuable insights your overall effectiveness as a leader.

Here are some key powerhouse tips that will ensure you have a meaningful exchange when seeking feedback from team members.

1. Be Genuine: All any employee wants is to be heard. Be sympathetic to that and put aside being uncomfortable asking and provide them a platform to voice their experience, no matter what it is.
2. Be Intentional: Clearly define your objectives and the specific areas you want feedback on and share that with others.
3. Open the Door: Use open-ended questions to encourage detailed responses instead of yes/no questions.
4. Neutral Ground: Avoid leading questions that steer respondents towards a particular answer you want to hear. Keep your questions unbiased to encourage honest and independent perspectives or you're defeating the purpose.
5. Create Safety: Foster a safe and non-judgmental environment where people feel comfortable sharing their feedback. Emphasize the value of their opinions and assure confidentiality to build trust.
6. Listen Actively: Practice active listening by giving your undivided attention and demonstrating genuine interest. Don't allow external interruptions, and during the discussion avoid interrupting and show empathy to encourage open and honest communication.
7. Probe Deeper: Follow up on responses with probing questions to gain a deeper understanding. Ask for specific examples, alternative viewpoints, or suggestions for improvement.
8. Reflect and Synthesize: Take time to reflect on the feedback you receive. Look for patterns, common themes, and recurring suggestions. Synthesize the feedback to identify key areas for growth.
9. Action-oriented Approach: Use feedback as a catalyst for action. Implement changes and improvements based on the insights received. Communicate progress to demonstrate the value you place on feedback.
10. Continuous Learning: Treat feedback as an ongoing process. Regularly seek feedback to track your progress and make continuous adjustments.

By following these powerhouse tips, you'll get the feedback you need to empower your team, enrich their communication, engagement, and connection, and create new ideas, processes, and profits from increased employee engagement and manager effectiveness.

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Want to initiate an engagement survey or 360 assessment with your team?

Schedule a call with me at https://coachmebernadette.com/discoverycall, and let's discuss how it can accelerate you and your team's success.

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