With another National Boss’s Day (October 16) in the books, it got me thinking about the importance of providing feedback, which leads to clarity, trust and bonding. How do bosses create an open culture? It starts with a willingness to receive, as well as share, feedback. What’s important is awareness about the environment in which feedback is being given. For instance, you don’t necessarily want to convey it to one individual in a group setting. It may be better to meet one on one. Another important point is that removing judgment will reduce any defensiveness. Define the behavior and circumstance.
For example, it could be a matter of reminding an employee who’s 15 minutes late for a meeting to be on time and explain the behavior’s impact (i.e., his team must wait for a report he’s supposed to give). A third element is positively. Ask how the employee can help resolve the impact his behavior is having and offer your support. A fourth part of this is determining the best time to give feedback. Since feedback loses its impact as time goes on, it’s best to address issues sooner rather than later, but be sure to check on your emotions. It’s best to calm down and not be on edge when providing feedback.
Finally, be sure to have regular check-ins with team members, whether it’s weekly, monthly or quarterly and be open to receiving feedback – not just sharing it. Allow yourself to be vulnerable during those meetings. Tell employees where you can use their support, but also admit to where you struggle, then ask what you can do to make their lives better. You’ll be surprised by the results: a collaborative, open-feedback culture, which is very important to any organization.
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