The Importance of Giving Feedback.

As leaders we’re often stretched thin. This is especially true for entrepreneurs who are forging new paths through uncharted (by us) territory. It’s a challenge to stay on top of everything. Which is why I want to remind us all about the importance of giving our teams feedback.

Whether we are managing teams remotely, or in the office, providing feedback is important. When we’re managing teams remotely, it’s not only important, it’s crucial.

I’ve noticed many articles lately which talk about the stresses people are feeling when working remotely. Many of these have to do with adjusting to a different environment and navigating life in this current situation. However, perhaps the most common stress is one that’s completely unnecessary, counter-productive and, to be frank, cruel. And it’s completely avoidable.

When we are used to working in an office and being in physical contact with one another, we’re used to picking up on the non-verbal cues that give us an indication of our standing in the organization and our performance. There are continual informal assessments: a look, a tone of voice, a smile, a frown, body language, even a subtle vibe.  

When we are working remotely, many of these non-verbal cues are absent, leaving our teams completely in the dark as to what we think of them, their performance and their approach to their tasks. If we don’t make up for this loss of visual cues with frequent feedback, we exacerbate this problem.

The result is that we have team members who are less productive and more stressed because they are continually worrying about how their team leader perceives them and their performance. No one can be fully productive, creative, innovative or effective if they are continually concerned about job security. It hampers collaboration as well as trust. 

The solution is easy and it’s not time consuming.  

All we have to do is schedule time on a regular basis to provide the necessary information to our team. Whether it’s a short written, or voice message, or a quick call, it doesn’t take long and it can save hours of frustration later. Not to mention, help our team members to work happier and sleep better. 

A short message to say, “Thanks for doing a great job,” or “Good work this week,” or some other acknowledgement that makes the person feel that not only are they not forgotten, but they are on the right track and their team contribution is valued. This acknowledgment will work wonders for team morale.  

On the other hand, if correction, or guidance is necessary, the quicker that is communicated, the better for all. In the case of an underperforming team member, setting aside some time to discuss the situation as soon as you notice it, rather than leaving it until it becomes a crisis can avoid much angst.  

It gives us an opportunity to investigate the reasons for the lack lustre performance. It may be a personal problem that requires a different approach than dealing with something that is simply laziness, or inattention to detail.

It will also allow us to put on notice anyone who is simply not pulling their weight, so that if any disciplinary action is necessary at a later date, it doesn’t come as a big shock to anyone.

Giving feedback is possibly one of the most important responsibilities a leader has - and unfortunately one that’s often forgotten due to day-to-day pressures. 

The easiest way to remember to give feedback, is to schedule it. Make it as often as necessary. Just make sure to keep that ‘appointment’ and it will pay off at a far higher level than the effort we’ve put into it. With the technology we have at our fingertips today, doing that is easier than ever before. If you don’t have an easy way to not only plan and manage multiple team workflow, but also facilitate collaboration and communication, you should check out nimbulis.com. 

#Communication #Leadership #Nimbulis #CWM #business #technology #innovation