Did you receive feedback from your manager today? Was it meaningful? Did it motivate you to work harder, better, or more efficiently? If your responses to these questions are “no, no, and no,” there’s a problem. And, unfortunately, you are not alone.
“Gallup research finds that only about one in four employees ‘strongly agree’ that their manager provides meaningful feedback to them — or that the feedback they receive helps them do better work. Even more alarming is that a mere 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.”
We all know that there are certain vitamins that our bodies need. Doctors recommend annual blood work to check that these critical nutrients are being ingested and absorbed as they should be to promote optimal health. When a certain vitamin dips below the recommended level, we are thought to be deficient. Similarly, each of us needs a certain amount of feedback about our past work performance to promote optimal future work performance. Some individuals require more and some less, but operating in a work situation that is devoid of feedback is difficult for almost everyone. To create a workplace that promotes giving and receiving frequent feedback, see the three recommendations below.
1. Ask For Feedback
Letting your manager know that you WANT to know how you are doing, how you can improve your performance, and what you do best, is a great way to get the ball rolling. Asking a trusted team member how you can be of more help to them is also a way to increase your feedback.
2. Give Feedback to Others
Even if you are not a manager, you can still give others feedback. Generally, peers should stick to giving feedback that is positive and supportive. For example, “Great job on that presentation. I’d like your insights on something I’m working on.”
3. Learn Something New and Share It
Learning something new and sharing it with your team or with people outside your department is a great way to connect to others and create a feedback channel. Asking for feedback at the end of a presentation is both professional and constructive. Create a short (4-item) anonymous questionnaire to gauge if your presentation was helpful, interesting, and clear.
No one gets better in a vacuum. Creating a culture that promotes the giving and receiving of feedback is essential to becoming a healthy and successful organization.
For the full Gallup article regarding feedback go to: http://www.gallup.com/opinion/gallup/210989/managers-excel-really-coaching-employees.aspx?g_source=WWWV7HP&g_medium=topic&g_campaign=tiles