Getting feedback can be vital to growth and development. Many managers don’t give feedback (1) often enough, or (2) in a way in which people can hear it. Some managers don’t like to get feedback themselves and therefore, when they dole it out their staff really don’t want to hear it. As a manager, someone responsible for the development of their employees, it’s important to also be open to receiving feedback. Try using the Coach Approach to giving and receiving feedback.
Next time you have a one-on-one with an employee (I hope you ARE having these), and you want to give some feedback how about starting your conversation like this?
Let’s talk about the communications project you recently completed. On a scale of 1 – 10 (1 low, 10 high) how did it go?
When the employee gives a number, ask “What would have made it a 10?” And then listen, really listen. You might also be able to add your input, but this comes after your employee has had a chance to tell you some ways in which they could’ve made it a 1o.
Now, what’s going to make this dialogue even better is when your employee has a higher level of trust with you. How do you increase your trust? Simple. Start asking for feedback yourself. And use the Coach Approach. I heard a story from a coach who used this with his son. He’d routinely check-in and ask, “So Johnny, on a scale of 1-10 how was I as a dad today?” Gutsy, right? Yep! You need to be open to what the number is – and following up by asking, “what would have made you say 10?”
Ask the question.
Be open to the response.
And see what you might be able to do differently next time.
On a scale of 1-10, how useful is this method for you in getting feedback?
(What would have made it a 10?)
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A survey by the Chartered Institute of Personnel and Development last year found that 95 per cent of organisations in the UK were increasing their use of coaching.