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?)

Try this on for size, “Do Less with Less.”

This messaging is not just about spin. It’s about re-prioritizing. It’s about being strategic.  It’s about Engagement.

This method of engagement is what your team can hear. And you have to believe it.

It means looking at the priorities of the organization and determining what’s: (1) Essential, (2) Necessary and (3) Nice.  During this time of re-prioritization, if everything is important then nothing is important. 

Taking a note from Dialogue & Deliberation, this is a process to engage your group and get the buy-in (and input!) around setting priorities for this new normal.  Start with these steps:

• Convene a diverse planning group
• Determine resources needed
• Create a clear intent
• Involve decision makers
• Recruit & train facilitators
• Recruit participants
• Inform the system
• Convene the event
• Follow up & follow through

The purpose behind this is to strengthen relationships while generating innovative solutions.  Solutions that involve and inspire your group.

More than ever your team needs to be involved – and by all means, avoid asking (or telling) them to do more with less.  This will be the straw that cracks that back of the team.