As a manager, you have the great opportunity (and responsibility) to develop individuals to their full potential. Prioritizing your team’s development elevates you as a leader and improves team engagement and performance. Your role is critical to the organization. In fact, managers alone determine 70% of the variance in engagement.
Unfortunately, only 15% of employees worldwide are engaged at work. What can managers do to turn things around? Start with feedback.
Many of my coaching clients are frustrated with manager feedback. Often, they receive unclear feedback without specifics. Others feel hindered from career progression without feedback on the cause - even when they ask. At the other extreme, some feel torn down and burnout from constant criticism in the name of candor.
Ongoing, effective feedback is magic for engagement. However, our negative mental models of feedback trigger manager discomfort and avoidance. Think of feedback simply as information. It includes praise for strengths and coaching for development.
This mental shift can move you forward.
Below are 14 tips to deliver effective feedback and elevate your leadership style.
Feedback is your opportunity to develop your team to their full potential. Lead your feedback culture through effective delivery and developmental coaching. You can increase team engagement and performance by simply boosting confidence and prioritizing their development.
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