As a global workforce, we have had to change our views regarding what is a normal workday. Pre-COVID a typical day would include arriving at the office, face-to-face meetings, informal discussions upon seeing your colleagues, and having sparks of insight into any obstacles or problems you and others are facing.
However Post-COVID this has all changed for some people. We are either still in lockdown or have gotten more comfortable working from home, so creating and maintaining those connections in the organization has become more tenacious. It has now become something that is getting harder to foster within an organization since face-to-face interactions are not as frequent.
Managers and leaders are now having a more difficult time fostering these connections. It has now all come down to managers and leaders having to proactively create scenarios where these connections can be created, and creating time to maintain these connections has become that leaders need to write on their to-do list instead of something they assumed would be naturally cultivated through informal interaction in the office setting.
Giving feedback is one of the most effective methods to help employees succeed. It’s one of the main mechanisms for leaders to instill a feeling of learning and vitality in their teams. Providing your team with regular updates on personal performance as well as how the company is progressing helps them feel appreciated. Negative or corrective feedback encourages people
The important leadership quality of charismatic leaders is creating a leadership culture that fosters psychological safety. Leaders need to be aware of their leadership styles and authentic tendencies. They need to be open-minded, transparent, and accepting of individual differences.
With practice and repetition, you can better yourself at promoting psychological safety by asking for feedback from others within the organization.
Feedback may help team members achieve their objectives and goals. Feedback can also assist you in better understanding the strengths and shortcomings of your team, allowing you to grow on them and motivate more individuals.
Acknowledging and praising others for their effort and contributions can be described as an emotional investment that leads to a deeper connection with your work. This builds an intensified sense of purpose, pride, and even awe for your people within your team. Employees who are more invested in their work will be more productive, more creative, and less likely to leave an organization.
Managers can give feedback in a few different ways:
When you want to give feedback, it’s helpful to prepare it so the feedback you give isn’t generic or vague, don’t wing it. Depending on the type of feedback you want to give there are a couple of straightforward frameworks that you can use to help.
The STAR framework enables a manager to give clear and specific feedback. So people know what worked, and what they could have done differently to improve.
During the moment when you are giving feedback, another framework to leverage is the GROW framework. This is helpful in coaching conversations, allows you and the team member(s) to acknowledge the current situation, explore options, and commit to taking the next steps.
Leaders and managers looking to foster a stronger connection with their organization should consider giving and receiving feedback often. Giving praise, acknowledging the work taking place, and seeking input from others on how future tasks might be completed better can go a long way in fostering loyalty within your leadership network. When you want to give feedback, it’s helpful to prepare it so the feedback you give isn’t generic or vague; don’t wing it! Depending on what type of feedback you want to provide there are several frameworks that will help get your point across effectively: STAR framework (situation-task-action result), or GROW model (goal-reality-options-will). Whichever one you use, prepare the feedback you will give ahead of time. The more specific your feedback, the better outcomes can be achieved!
Leaders and managers should consider giving and receiving feedback because it fosters connection with their leadership network. Feedback not only helps team members achieve their objectives but also helps leaders understand strengths and shortcomings within their leadership team.