Number 21 – The Critical Impact of Feedback

Provide and Receive Performance Feedback

Practitioners: tactical, integrative, and strategic

In a recent interaction on LinkedIn, the topic of feedback came up.  The initial focus of the conversation was on the functional capabilities of individual contributors.  Specifically, understanding the skill and experience present in our teams.  The trajectory of the conversation shifted into feedback and the relationship between leaders and team members.  Do we ever teach our new leaders the critical impact of feedback?  Ultimately, we landed on the idea of discretionary effort.

Feedback is important.  How well am I performing the tasks with which I am charged?  The functional evaluation of my work is important.  If I am not meeting my performance expectations and I am not informed, my performance will never improve.  Clearly, we understand this.  What I see more often than not is the subtle yet powerful impact of how we are informed.  I’m not talking about kumbaya – oh, be soft and gentle with the tender soul – kind of caution.  That really is not necessary, but are we completely aware of the impact of feedback?

The Impact of Feedback

What is necessary is simple dignity and respect for a human being.  Those who understand leadership presence call this relationship, and the relational processes we use in our work communities are as important, if not more so, than the functional knowledge we possess.  It is from these relational processes that discretionary effort is born.  If the single greatest variable in organizational turnover is the relationship I have with my manager, then I am suggesting it has the same impact of the effort I choose to give to my work.  Figure this out and watch your career launch into the stratosphere.    

We need feedback to improve our functional performance in the work we do.  Outcomes change, processes change, and the skill that I need to be proficient changes, too.  I need feedback to keep pace with functional changes in the workplace.  Effective feedback also fuels the engine of effort.  Do not lose sight of this critical aspect of feedback.  Fail in this arena and you will be the cause of turnover in your department, and eventually the evidence will point right back to you.

Questions For Your Consideration

What are your team members left with after you provide performance feedback?

How often do you conduct one-on-one conversations where feedback is offered?

Do you have a standard process or is your conversation new every time?

How do you respond to requests for help in removing barriers?

Do your team members look forward to hearing from you or dread the experience?

How would you describe the impact of feedback in your group?

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