When expectations are unclear and ongoing feedback is not frequent and/or effective, it most often leads to experiencing frustration, internal conflicts, and performance issues by both the employee and the leader.
Here are some questions to consider:
- Are your expectations clear and mutually understood?
- Are your employee’s strengths and skills aligned with the expected personal and organizational goals?
- Is your feedback genuine and provides a path forward towards achieving the set expectations?
- Does it connect with their “why” – the reasons they do the things they do?
- What motivates them to do this type of work?
- Why they have a different perspective from you or others?
- Is your feedback triggering your employees to experience internal conflict instead of motivating them to perform better?
- As a leader, are you able to communicate in the right style that best connects with the individual’s motives, strengths, and MVS language?
- Are you able to lead, motivate, and inspire others to achieve results through effective coaching and mentoring?
Many leaders are struggling to provide effective feedback to their employees. As a result, they avoid it in fear of their reaction if or when feedback is not delivered properly. If that’s you, you are not alone.
For the next few weeks, I will be providing some regular posts related to the topic of providing effective feedback. We will also look at some things you can do to develop this very important skill.
Stay tuned for more…
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