This week I read a piece of research that shocked me. Amongst other things, the researcher explored how feedback could hinder a person's development. Their results showed that employees that did not receive feedback on their performance showed greater career development. But how could this be? This is a serious issue and it is one that organisations should seek to tackle head-on.
The rationale behind this bold claim (according to this researcher) was that employees associate feedback with criticism and not being 'good enough' in the eyes of their manager. Therefore employees are not receptive to feedback and some view it as a telling off. Sounds familiar?
So, how do you identify if your managers are effective in developing your people? Here's my thoughts:
So, in essence, do your people embrace the aim of feedback and are they trained accordingly? Do they consider feedback as an everyday thing, making sure it comes from a good place and focus predominantly on strengths? If so, then you're on the right track. If not, then you need some more work to do.
Feedback is a key part of our training programmes and we specifically work on a workshop that allows line managers to obtain feedback on their abilities and also understand the role it has in a person's development. Find out more about this here.
How do you ensure that your people are utilising feedback effectively and that it is not hindering their engagement and development? Let us know!
Joseph Grech, Chartered FCIPD and ICF-accredited coach is the founder of Smarter Learning Ltd. and an experienced L&D professional.