Feedback on performance matters. It not only maintains quality, refines and hones performance, but it can also improve morale and trust, and build relationships. It can stop minor problems from escalating into major capability issues. It’s something that every people manager or team leader should be doing as standard, and yet it’s so hard to get right.
For some people, giving good feedback is easy. They have no problem telling their team what a fantastic job they have done. They may do this regularly throughout the course of a project, or just at official times during appraisals or probation reviews. Some managers may simply overlook to give feedback at all, particularly where they assume the team member knows how well they are doing. The not-news flash is that people don’t telepathically know they’re doing well or badly. They might assume that any problems would be flagged, but is the assumption that all feedback will be bad, really what you want? Read more →