The Assumptions Employees Make When They Don’t Get Feedback
Keep reading for FREE
If you really believe your employee cannot change, you will not offer him resources or opportunities to change.
Instead, adopt a growth mindset for your employee and yourself. Employees with growth mindsets welcome challenges and work harder and more effectively, making them better contributors to their organisations. You will give more feedback because you believe they will rise to the challenge.
It's the manager's job to create a psychologically safe environment where an employee won't be punished when they make a mistake. If you fear that feedback won't be well-received, it may be that you're falling short:
Instead, consider why you fear your colleague won't receive feedback well. If you don't have a good reason, go ahead and give feedback. Just do it.
Employees often make up their own stories when they don't get helpful feedback.
The stories they tell themselves are often a problem for them (and for the manager). By giving helpful feedback, you'll give your employees the data they need to do more of what's working, and give them less opportunities to make up their own stories.
Most professionals prefer to know what good and not-so-good impact they're having. If satisfactory performance is "not a problem employee", you will probably sit with "non-troublemakers" instead of high-performing, committed and engaged professionals.
Instead, let your employees know specifically what you appreciate and value when they meet expectations, and share your perspective on how they could improve if they fall short.
reading habits, gather your
remember what you readand stay ahead of the crowd!
Save time with daily digests
No ads, all content is free
Save ideas & add your own
Get access to the mobile app
4.7 App Rating
"The best thing about the future is that it comes one day at a time." - Lincoln
MORE LIKE THIS