Post by ratna479 on May 18, 2024 16:31:49 GMT 8
Employees are hungry for feedback from their leaders, managers and peers. They want to gain insights that enhance their skills and future potential. And more than ever, feedback is critical to engaging employees: gallup data shows that when employees strongly agree that they received “meaningful feedback” in the past week, they are nearly four times more likely to engage compared to with other employees. However, with business moving at warp speed, it's tempting to move on to the next task or objective after a client presentation or work shift. But meaningful feedback doesn’t harm performance – it fuels it. The key word here is “meaningful”: not all feedback is created equal. In gallup's experience with clients , feedback is often a long discussion between collaborator and manager that requires the latter to prepare in advance and evaluate the former's performance over the past few months.
In today's fast-paced world, this scenario is impractical, ineffective, and difficult to execute. A more meaningful – and affordable – way to provide feedback is by being quick and frequent, which is why organizations may find it useful to rename Jamaica Email List their approach to “quick feedback.” the rapid feedback approach makes feedback easier and more direct for managers, who often find the activity intimidating and overwhelming. When feedback is easy and common, everyone can feel comfortable and walk away knowing what and how to improve. And as rapid feedback becomes part of the norm, a culture of meaningful feedback – the ultimate goal – will emerge. The benefits of a culture of meaningful feedback are numerous. A work environment where feedback is quick and frequent: supports agility: fast feedback energizes employees and enables teams to make real-time, dynamic performance adjustments that create a competitive advantage.
Inspires excellence: employees are 3.6 times more likely to strongly agree that they are motivated to do excellent work when their manager provides daily (rather than annual) feedback. Retains talent: today's employees are looking for purpose-driven work and a manager who recognizes and accelerates their progress. In our experience, many organizations know that continuous feedback is best, but struggle to activate the ongoing behaviors necessary to achieve it at scale. So they follow traditional approaches (like annual reviews) in which managers delay feedback until they find the “right time.” senior leadership can solve this problem by cultivating a culture in which feedback is given frequently and effectively. Our work with clients reveals the smartest first step: empowering your managers to give inspiring feedback.