Constructive feedback enables us to give honest, and sometimes, “tough messages” to
those with whom we work.
However, instead of insulting, shutting-down others, or alienating those
who receive the feedback, and thus lowering their morale and their resulting
productivity, it motivates them to ask for help, and acknowledge a skill or
competency deficiency, while feeling supported and respected.
Two of the most important factors influencing employee
retention/satisfaction are: “great
boss,” and “feeling part of a team” (Hay Group Study on retention). Constructive feedback, because it is
delivered out of respect and a genuine desire for the individual to improve,
accomplishes both.
Providing feedback, in this way, enables you to build the competency and
cohesiveness of your team, while effectively managing performance issues. It also enables you to remain respected, well
liked, and overall, considered “a great boss.” Make sure that the rapport and mutual
dependency which are basics for the relationship are in place before
constructive feedback is initiated. ( www.thegrowthevangelist.com )
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