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Everywhere Feedback to Enhance Your Team Members’ Talent: In-Office, Remote, Pandemic or No

Now that you and your company are making new decisions about where you’re going to work—office, home, or hybrid, you may be wondering how you need to lead differently. It’s a great time to put in place new habits and set a new bar for everybody getting better at what they do and learning faster to reach new goals.

One thing we know is that feedback information is a crucial component of anyone’s improvement. And you as their leader are primarily responsible for providing ongoing feedback and building a feedback-friendly culture.

Look at your recent assumptions about feedback: Any of these familiar?

-“Because people were so stressed this year, I didn’t want to give them feedback and make it worse.”

-“I can’t tell how the work’s going, so I can’t give feedback.”

-“I wasn’t giving great feedback before and now it’s even harder.”

-“The good people don’t need feedback to do a great job.”

People need the unique feedback perspective only you can provide

Because you are most in touch with the overall goals of your team, and how each team member contribute to and aligns with company and customer goals, only you know how they must prioritize and coordinate their activities with others and what communication you.

Components of good feedback when you talk to people: The COIN model

-CONNECT them to the team’s goals that they are responsible for

-Provide your OBSERVATIONS and information about how they are doing in specific areas

-Explain the IMPACT their actions have on their goals, good or not-so good

-Provide specific NEXT STEPS they can take for improvement

As you transition to a new feedback model, remember to:

-Let them know that you are now prioritizing improvement for all and your intention to lead a feedback effort for everyone.

-Get started by inviting feedback about how the whole team (including you) can get better and encouraging their honest remarks.

-Have individual conversations with each person on the team about how their work aligns with the team’s goals, what they can do to improve on their part, what they are doing well to contribute to these, and ask them for their personal goals.

-Talk about feedback in your group meeting and share results of the whole team’s impact with everyone.

After you try this plan, some of your earlier beliefs may fade away

Research shows again and again that people WANT feedback. They want to get ahead and know what to change. Everyone, even star performers can improve, and you will develop BETTER relationships with your team members when you are giving frequent, honest feedback that helps people!

Read Best Seller The Feedback Imperative for more tips and strategies for leading remotely.

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