5 Steps for Managers to Get Better Employee Feedback

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Employees are often hesitant to give feedback to those who are in leadership positions for reasons ranging from fear of reprisal to simply not wanting to overstep their boundaries. How you respond will define how open your employees will be with you and whether they will ever do it again.

Employees are often hesitant to give feedback to those who are in leadership positions for reasons ranging from fear of reprisal to simply not wanting to overstep their boundaries. How you respond will define how open your employees will be with you and whether they will ever do it again.

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1. Ask for feedback.

1. Ask for feedback.

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Make this a regular practice, not an act of desperation or necessity.

Make this a regular practice, not an act of desperation or necessity.

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2. Establish a framework.

2. Establish a framework.

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Ask these three questions during every check-in: What am I doing well? Where am I getting stuck? What can I do differently?

Ask these three questions during every check-in: What am I doing well? Where am I getting stuck? What can I do differently?

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3. Listen actively.

3. Listen actively.

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Take notes if you need to, and repeat back to the person what you have understood.

Take notes if you need to, and repeat back to the person what you have understood.

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4. React positively.

4. React positively.

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Feedback is someone’s perception of data, not absolute truth. Whether or not you agree with the feedback, say thank you.

Feedback is someone’s perception of data, not absolute truth. Whether or not you agree with the feedback, say thank you.

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5. Follow through.

5. Follow through.

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Say what you are going to do, do what you say you’ll do, and communicate if you can’t.

Say what you are going to do, do what you say you’ll do, and communicate if you can’t.