Feedback is hard to give to people, especially when it’s hard. But when you turn it into a lesson for both you and the team member it can become a powerful tool used for growth. So while not always easy, it’s one of the most helpful ways to build a loyal and cohesive team.
I’m a big believer in transparency and working through situations that are tough. That may be my achiever nature or eagerness to be successful but I believe that hard conversations can result in something really good.
Here’s why. Oftentimes when we hit a roadblock we start to think things in our head. Whether it’s true or not we spin on it for a while and then the situation gets bigger and bigger before we know it.
Here are a few of my top tips for feedback:
Feedback framework – we do these every 6 months. We used a hybrid of EOS and a few pieces I wanted to integrate as well.
360 reviews – this is for you and for team members to review. We haven’t implemented this but I think it’s pretty powerful.
But what about the times that can’t wait until a feedback framework and need to be dealt with immediately.
First, sit down a write down all your thoughts. Don’t edit, don’t have it be in an email, and really analyze what role you played in the confusion. Could you have communicated better? Were you clear with your instructions or intentions? Really think through your part. If you feel that you did the best you could then outline how this person really did not follow through on what you had intended for them, or they have a bad attitude, whatever the situation is.
Then stand back from it, for about 24 hours and see if anything else surfaces.
Then book a call with this person, and record it (documentation is important).
Start the call with the main reason for the meeting. Get straight to the point. Pull off the bandaid and don’t waste time. People want honesty and frankly with all the cards on the table it’s easier to deal with.
Then allow the conversation to unfold. Someone else has a different perspective than you, listen to that. It’s really important for people to be heard. Listen for action items that help bring productive solutions from the conversation or state what you want the action to be on the other side. Then assign a 1 or 2-week check-in point to make sure you’re all on the same page.
This is the hardest part of building your team but it’s one of the most powerful ways to watch the growth take off in your team.
Catch up on more episodes of the Empowered Agency Podcast.
Our favorite book for feedback is Radical Candor by Kim Scott.