Why Should Feedback Be Ongoing?
Chito Tungol
Bold, Daring, Brave. I Build People who builds the Business. #GangstaMentor
I have met many HR Managers who arrange a lot of training for their employees but very few who truly understand the powerful value of people actually learning "together". They may be in the same training room but they are not learning anything "together". They may be seated next to each other but the leaning is done individually. This is because they focus on external behaviors and communicate about what needs to be "done", plans, actions, objectives, strategies or whatever the content is. The focus is very seldom on what's actually going on, on the inside. The thoughts, belief structures, thinking patterns, frames of mind or emotional states. Without proper deep listening and supporting and giving and receiving feedback, the learning becomes superficial.
Feedback Should Be Ongoing
The better you are at giving feedback as a leader, the more comfortable you’ll be giving it and the more receptive your employee will be to it. And that’s what you want: feedback as an always-on part of your relationship with your employee, just like their growth (hopefully) is.
As trust develops, you should be able to offer real-time feedback in formal and informal settings, rather than only scheduled meetings. When (leaders) consistently deliver purposeful feedback/coaching that is specific, timely and compassionate , employees will quickly develop the skills they need to accelerate their careers.
Something to think about.....
21 Days to make a habit
#transformationalmentor
Sr.Technical Architect @ Confidential | Data Analytics, Business Analysis, AI/ML
5 年Very true
Bold, Daring, Brave. I Build People who builds the Business. #GangstaMentor
5 年CEOs and HR Leaders who still believe that outdoor activities like building rafts, sandcastles and playing sports, is what motivates teams to perform better at work, are outdated. This kind of thinking is 20 years behind the latest developments in human potential. Yes, by all means, do these things as fun company outings to create camaraderie among employees. But thinking that it will create high performing teams on Monday morning, is just a delusion and will lead to disappointment. Research done some 20 years ago, has demonstrated that it simply does not! ‘Fun outside the office does not transfer back to the office or workplace as any sort of performance improvement. Nor does it dissolve hidden conflict, lack of communication or influence the team to work more cohesively. Once people enter the office on Monday morning, everything is back to normal and the mistrust, back-biting, misunderstanding and ‘silo' thinking kicks back into action before morning tea break! This is because, there are more anchors set by the doors, desks, offices and environment at work that lasts longer than those set outside for a day. Something to think about.... #makeadifference? #transformationalmentor?