How to Use Manager Feedback Tools to Enhance Performance
Just like employees, every good manager needs regular feedback. But unlike employees, managers have to find time to get it.
If you're a manager, there are many things on your plate. You have to manage projects, keep an eye on deadlines, ensure your team is productive, and more.
And if you're like most managers, you probably don't have enough time in the day to get everything done that needs doing. But there's one thing that should always be at the top of your priority list. Getting feedback from your team members.
A recent report showed that managers who received constructive feedback had 8.9% more profitability and 12.5% more productivity than those who did not.
It is clear that even for managers, receiving feedback is essential.
Why is Manager Feedback Important?
Done right, the manager can improve the value of their work, build trust, and enhance employee performance. It also helps employees develop a sense of belonging and recognition for their work .
Specifically, manager feedback can help you to:
With the right feedback, you can learn more about your leadership skills and find ways to improve.
Feedback from employees will help you answer critical questions like: "What can I do better? Am I giving enough support?" You can learn how your team feels about working with you.
Being open to feedback from employees tells them that their opinions are valued. Employees want to be able to speak their minds without being judged, dismissed, or punished. Fostering a workspace where they can do this builds trust and boosts team spirit.
Getting management feedback from employees can give you insight into how they perceive your strengths and weaknesses as a leader. This will help you determine where to intensify efforts when improving your leadership style. You may also find that things you saw as strengths are not useful as you imagined.
What is a Feedback Model?
A feedback model is a tool that fosters concise and specific feedback.
With the right model, managers and employees can make valuable changes based on specific, actionable steps. Unstructured feedback can be vague. So, feedback models help to specify areas where the manager or employee needs to improve.
Many organizations and individuals have adopted different feedback models. Some of the most popular ones include:
But, What is the Best Feedback Model?
While they all have their perks, ‘they’re not one-size-fits-all. However, when it comes to manager feedback, the EEC model tends to have the most desired effect. Unlike most feedback models, the EEC framework specifically addresses future expectations for the recipient.
EEC means Example, Effect and Change/Continue.
Also known as the AID (Action, Impact and Desired Outcome) model, it is used to achieve both change and continuation. It works for both negative and positive feedback. EEC model does not dwell on the past. Rather, it focuses on future actions.
To employ the EEC model, start by:
Types of Feedback
The two main types of workplace feedback are:
Let’s dig deeper.
This is everyone’s favorite because it focuses on commendation.
Positive feedback highlights good things that happened in the past and encourages the receiver to keep it up. Since it is easier to give, it can easily be overused.
The best way to provide positive feedback is to back it up with data and balance it out with negative feedback.
This is the hardest to give (and sometimes receive.) It is often mistaken for criticism.
Negative feedback is the most valuable type of feedback that managers and employees can receive. This is because it focuses on things that need improvement (or that need to stop.) Negative feedback helps you work on doing things better, , and this benefits you, your employees, and the company.
Sources of Feedback for Managers
There are several sources of feedback in the workplace. They include:
For managers, the best sources of feedback are peers and subordinates. Let’s explore them.
Feedback received from peers can be very effective. Since they are co-workers handling similar tasks, they understand your job better. When peers praise you or point out lagging aspects of your work, you know that they fully understand your challenges.
Peers are also better positioned to offer a different perspective for whatever situation you are dealing with.
This is also known as upward feedback. Here, employees or subordinates give feedback about a manager’s performance and leadership style. These can be answers to manager feedback surveys, oral feedback during one-on-one meetings, or anonymous responses to manager feedback questions.
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