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December 2019
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TD Magazine

5 Steps for Managers to Get Better Employee Feedback

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.

1. Ask for feedback.

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

2. Establish a framework.

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

3. Listen actively.

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

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4. React positively.

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

5. Follow through.

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

About the Author

Alan Fine, co-creator of the widely recognized GROW Model, is the founder and president of InsideOut Development. Alan is considered a pioneer of the modern coaching movement, and many of the world’s most respected organizations have adopted his InsideOut approach to performance improvement, including IBM, NASA, Honeywell, Gap, and Coca-Cola. Alan has dedicated the past 25 years to helping people from all walks of life elevate their performance and unlock their potential, including athletes such as Davis Cup tennis star Buster Mottram, record-breaking triathlete James Lawrence, and PGA golfers Phillip Price, David Feherty, Colin Montgomerie, and Stephen Ames.

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