Getting others to accept our feedback is difficult especially when it is critical. Worried about hurting the feelings, managers resort to praising sandwich that does more harm than good. this results in confusion, vision, and self-delusion.
Performance feedback powered by partnership enables managers to enjoy better relationships with their teams, and their feedback may even produce greater joy. Rather than depending on hierarchy, managers should consider a partnership that increases two-way communication with employees, leading to more authentic feedback that fosters trust and sets the conditions for lasting change. It is an approach to managing people tat focusses on asking questions. Instead of giving answers, which allows only the manager's view, asking questions encourages a different perspective from the employee's point of view.
Also, managers should guide the employees on where to look for solutions. They should engage employees in thoughtful conversations about their strengths, future goals, and how to bring them in line with the organization's objectives. They should help them understand the picture of work and entrust their employees with opportunities to shape the way forward.
This approach improves employees' perspectives while expanding their opportunities for dialogue and reflection. It relieves the manager of the uncomfortable ritual of feedback, concluding with a list of deficits. It transforms managers into champions of employees who promote the growth of their employees.
This requires deliberate practice but every manager can do this with a little bit of effort and intent. You can look at these recommendations to set you on the path to change.
Ask Hero questions:
Ask questions that focus on their strengths and success stories. These questions help you see how the employee perceives their strengths and contributions.
Ask employees to look back at the peak moments, help managers understand what it took to get there, and more importantly what it takes to get there again.
Diagnose challenges:
When the employee refers to challenges or difficulties/ hurdles, pay attention to the cues. Is he holding back something? What does the body language and voice convey? This process of understanding the unstated concerns help alert managers to see what is affecting their performance. Helping employees recognize challenges provides a measure of relief. When issues are discussed openly it becomes clear to everyone and you work towards a shared solution.
Shape the path
It is the manager's job to shape the path towards commitment. Once employees suggest a way forward, managers should guide the next steps. Discuss the actionable steps, making feedback more concrete.
The best feedback helps others understand their strengths and provides encouragement and guidance to build on their strengths. making the required adjustment in your mindset can help others see themselves in a new way.
Good feedback is a two-way conversation
By Joe Hirsch HBR June 01, 2020
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