Are your Managers Delivering Feedback with an Attaboy/Attagirl Boomerang?

Are your managers struggling to give negative feedback to employees? Do they avoid it altogether because, in their minds, it is more stressful and painful than listening to fingernails on a chalkboard for eight hours? They are not alone. Most managers struggle with feedback. According to Gallup, managers, generally don't know what to say - only 14.5% of managers are effective at giving feedback.

But it’s not their fault, though. Traditional feedback is fundamentally amiss. For the most part, feedback is used as a corrective measure and, nine times out of ten, is delivered in a negative way. This strategy decreases engagement, kills morale, and destroys performance. Truth is feedback should never be negative unless you reached a point where you have run out of alternatives. When that happens, the employee in question most likely already has one foot out the door. When examining the conventional methods of feedback more closely, you will notice that each method contains negative elements. They are as follows:

The Wrecking Ball

The wrecking ball method of feedback is exactly as the name implies – a negative, morale-busting, performance destroyer. As an example, a manager, Bill, attempts to deliver feedback to Kim, who is an administrative assistant. Bill approaches Kim on Monday morning and says, “Kim, I want to speak with you about the market analysis that you put together. I see that you used ring binders. Personally, I think ring binders are awkward, cumbersome, ugly-looking, and they absolutely annoy me! Several staff members felt the same way. Moving forward, I would like you to use spiral binding. Can you do that for me?”

The Attaboy/Attagirl Boomerang

The “Attaboy/Attagirl Boomerang” is disingenuous recognition and praise, which is intentionally thrown out to come back around bearing a negative, feedback payload. For example, a manager says, “Kim, you did a great job on the market analysis! BUT… I really wish you would have completed it in half the time and used spiral binding instead of ring binding.” Personally, I think ring binders are awkward, cumbersome, ugly-looking, and they absolutely annoy me!”

The Negative Feedback Sandwich

This negative method of feedback takes the “Attaboy/Attagirl Boomerang” a step further by adding disingenuous recognition and praise on the backside. Basically, the “Negative Feedback Sandwich” is a critical cold cut sandwiched between a sweet Hawaiian roll. For instance, a manager says, “Kim, you did a great job on the market analysis! BUT… I really wish you would have completed it in half the time and used spiral binding instead of ring binding. Personally, I think ring binders are awkward, cumbersome, ugly looking, and they absolutely annoy me! Nevertheless, you did a spectacular job. Well done!”

According to Gallup, 74% of employees say that the feedback they receive does not help them perform better work. From examining the conventional methods above, it is not hard to figure out why. These one-dimensional, negative methods of feedback are not only counterproductive, but they are also counterintuitive to coaching methodology. 

Coaches deal with poor performance all the time. I have never seen an exceptionally talented and qualified coach increase a client’s performance using the methods above. Instead, they use two-dimensional communication and/or the power of questioning. 

Ironically, the 2019 Boss Barometer Report, conducted by software developer Kimble Applications, found that 83% of American workers would like their boss to ask for their input or opinion more often. Consequently, one-dimensional feedback, even if it is somewhat positive, is not enough. 

What if we could remove the stress and pain from delivering feedback for your managers? What if we could make it four times more effective? And, what if we could teach your managers to ask for the input of employees too? Well, we can do all three by using a method of feedback called (RFDO). 

After 23 years of successful team building, and 9 years as a coach/behavioral change specialist, I developed a proprietary method of feedback I call (RFDO) Reverse Feedback Directed Outcome. 

In the example below, I will use the traditional “Wrecking Ball” method, then I will use RFDO. 

Wrecking Ball: The way you are reading this is all wrong. Moving forward, I would like you to correct that. Can you do that for me? I’ll bet that didn’t make you feel all warm, fuzzy, and productive, did it?  

RFDO: If you could turn back the pages, what would you change about the way you are reading this article? What could you do to improve your retention and experience? What if you add this to it? I think that is a great strategy! Let’s put that into play. Awesome! 

If your managers were delivering feedback like that, productivity would go through the roof. And here's the real kicker; that is just scratching surface of what is possible with RFDO. This one technique could dramatically impact your success as a leader and the overall success of the company! Reskilling managers who can deliver effective feedback has a dramatic effect on engagement and profitability. Let’s turn to Gallup, one last time, to valid that. According to Gallup, when companies can increase their number of talented managers and double the rate of engaged employees, they achieve, on average, 147% higher earnings than the competition.

To learn more about RFDO Feedback and training your managers, click on the link and download a Free copy of my "Leader's Guide to 21st Century Team Building Secrets."

Regards,

David Roppo

Coach & Consultant

#feedback #management #managementdevelopment #teambuilding