The Mindful Leadership Blog

Just In! Ban Feedback if You Want People to Excel

May 23rd, 2019

What’s hot?

The term “feedback” has gotten a bad rap.  It can cause managers and employees to break out in hives.  Most say that they would opt instead for a sharp stick in the eye if given the option.  That’s because hearing about what’s wrong/what didn’t work/how you screwed up sparks the old fight or flight response.

 

 

 

 

 

 

 

So what?

Gallup research indicates that what really motivates people is to have their supervisors talk with them about their job satisfaction.  In fact, over half of exiting employees (51%) say that in the three months before they left, neither their manager nor any other leader spoke with them about their job satisfaction or future with the organization.

What to do?

Instead of promoting more feedback, encourage on-going conversations about goal achievement.  Five ways to minimize the fight or flight response – for both the giver and the receiver:

  1. Allow employees to identify the specific aspects of their progress toward goals that they want to discuss.
  2. Equip supervisors with the communication skills to:
    1. Identify and discuss employee’s strengths to ratchet up their performance
    2. Share observations and experiences and engage in problem-solving in ways that employees can hear and transfer on the job
  3. Teach supervisors how to ensure that goals and expectations remain relevant and challenging.
  4. Identify ways to monitor and reinforce supervisor and employee progress as a result of those discussions.
  5. Encourage “celebrations of progress” toward expectations and goals.

Want access to even more ways to encourage peak performance?  Click here to get your free copy of how to “Debunk the Myths and Master the Mysteries of Motivation” from instantaccess’ Secrets of Consultants series.

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