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10 Tips for Giving Feedback That Will Build a Team You Love to Work With

10 Tips for Giving Feedback That Will Build a Team You Love to Work With

You will find that you love working with your team when you commit to supporting and developing their work and their growth. The only way to do this? Give excellent feedback.

Here are 10 critical tips every manager must use to build a team that is a pleasure to work with:

1. Your feedback is your product.

If you are a master brewer, you put time, energy, and expertise into creating the best beer possible. That beer is your product, and you constantly look for ways to improve. When you are a manager, your product is your feedback. Put as much effort into producing and improving the feedback you give. As you improve your product delivery, your team will improve theirs, too.

2. Before giving feedback, set clear expectations.

Technically, it’s not feedback unless you gave your team clear expectations. It’s not fair or relevant to hold someone accountable for a specific objective or procedure when they didn’t know about it. You can’t assume they know. You must be clear and specific, and share the rationale of each objective to improve buy-in.

If you recognize that clear expectations are missing in your team, it’s not too late. Pull your team together, take responsibility (see Tip#9), and set clear expectations, in writing preferably.

3. Reinforce the foundation before you remodel.

Giving positive feedback reinforces the foundation of any working relationship. When I know that you value the work I do and that you trust and respect me, I can feel coached on my development, not attacked for my shortcomings.

It has been proven in multiple research studies that the most effective feedback is given in a ratio of at least seven positives to one corrective message. Every human has a genuine need for approval. Corrective feedback, no matter how well delivered or deserved, takes a significant toll on our sense of approval. Too much correction without reinforcing and people start feeling resentful. Then they may under-produce to regain a sense of control or because they don’t understand how to regain approval.

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Develop a habit of giving specific positive feedback as a habit. It’s doesn’t take much time to say, “Hey, I appreciate your work on the sales report.” If you write it on a sticky note, it has three times the impact, too!

4. Look for the flaw in the system first.

Before giving corrective feedback, investigate the system. This may take more of your time on the front end. However, it will save you from firing, re-hiring, and training new staff only to discover the same problem arising again. Is the problem in the personnel or in the system the personnel are using to reach the desired outcome? Investigate from multiple perspectives, not just your own.

5. Know the difference between performance and style.

Performance: Does the job get done effectively and efficiently? When giving feedback on performance, use specific measurable observations. Examples: the report was in two hours late; your sales increased by 10%; you have been involved in five safety incidents in the past six months. State clearly what you want to change or continue.

Style: How does the job get done? When giving feedback on style, explore the advantages and disadvantages of the methods used. Examples: you tend to be very social with the customers; you walk in the door right at 9 and leave right at 5; you tend to talk more in meetings than others. Help the person see how the style has benefits and costs, and support them as they consider how changing their style could create more benefits for them and the team.

6. To nip or not to nip…

When do you “nip things in the bud,” coming down with loud and clear correction? General rule: when there is a clear and present danger.

Think of it like driving in a car with someone you care about. Should you yell “Look out!” when he rolls through a stop sign, or when he’s going off the road? If you want to stay in the car, you save the yelling for the major danger.

If he’s frequently rolling through stop signs and it’s your job to help him become a better driver, then you can give some style feedback about the pattern you noticed.

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Otherwise, let the poor guy drive!

7. Choose the right time and place.

There are circumstances when feedback is best given in private and others when feedback is better shared in public. Some feedback is better received right after an event. But there are times when it better to wait a bit before giving feedback.

How do you know? One way is to ask. Talk to each person on your team, and ask them when and where they like to hear different kinds of feedback. Do what you can to honor their preferences. Also, let them know that they can always change their minds.

Pay close attention to your emotional state when giving feedback. High emotion states may not be productive times to give masterful feedback. Give yourself time to process some of the emotion before entering into a feedback-sharing conversation if possible. This may seem to contradict the previous Tip#6 about nipping, so let me explain. In a high emotion state, you can give a clear directive. Then, once you have processed, open up the conversation for more in-depth feedback.

8. Stop serving “Poop Sandwiches.”

A common strategy for giving feedback is often referred to as The Poop Sandwich (G-rated version). People are taught that if they have corrective feedback, they should first say something positive, then give the corrective, then follow-up with positive.

“You’re really great around the office, but your presentations are weak. You’re still doing a good job overall.”

Instead of this rather cowardly tactic, consider being bravely supportive.

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When something isn’t working well, address it specifically and ask for a commitment to change.

“Thank you for your time. In your presentation, I had a difficult time hearing you and there wasn’t enough supporting research to create a convincing case. You are a valuable member of our team, and I want to help you improve. Are you open to working on this?”

If the person won’t acknowledge the problem or isn’t willing to work on improving, then you just identified a bigger problem. If they are willing to change but you don’t have the time or resources to help, find someone who does.

9. Take full responsibility for your actions.

If you want your feedback to lead to improvements on your team, you need to role model how to take full responsibility.

Many managers will take partial responsibility. “I’ll take responsibility, but everyone else played a part in the failure. I still take some of the blame.”

That’s a Gourmet Poop Sandwich.

If you really want to love your team, be bold enough to take full responsibility. “I take 100% responsibility. The buck stops here. I didn’t provide what was needed, and we didn’t get the results we wanted. Let’s look at what happened and learn from it.”

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When the leader sincerely takes responsibility, it gives permission for others to do the same. It creates a culture of solution-finding instead of blame-finding.

10. Create a culture of feedback.

If feedback is only a one-way street, all the previous tips may still fail to create a team you love to work with. You must facilitate a way for your team to share productive feedback with each other. When a team talks behind each others’ backs, it’s a sign that they don’t feel supported in a culture of feedback sharing.

Most importantly, you must actively seek and receive feedback from your team. This may be the hardest part (which is why it’s so rare), but it is critical. While many people falsely believe that it’s best when their team fears them, this actually chokes off your team from sharing critical information with you.

Just saying, “My door is always open,” isn’t enough. Go out of your door, or invite each of them in. Ask, “So, what do you see that I’m not seeing? How can I do better?” And listen.

If you need help improving your skills in entering into feedback, find a good coach. It will be the best investment you can make in creating your dream team. We spend more time with our co-workers than we do with our families. Why work with a team you don’t love?

What ‘s been the hardest part of giving feedback for you? Which of these tips will make the biggest change in how you give feedback in your team? Let me know in the comments below.

Featured photo credit: Dunechaser via photopin cc

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Last Updated on January 14, 2019

The Key to Finding Job Satisfaction and Having a Successful Career

The Key to Finding Job Satisfaction and Having a Successful Career

Regardless of whether you hold an entry-level administration role or regularly travel to the ends of the Earth as a hot-shot senior executive, you can still find yourself harboring an emptiness… a feeling that something is missing. A popular assumption that experiencing job satisfaction and a successful career should be underpinned by a well-rounded suite of tangible benefits, no longer holds true for many of us.

We’d never deny health care benefits, appropriate and fair remuneration, bonuses and travel perks in a job package. However, even if served to us on a silver platter, those features can only satiate us to a certain point.

You might wonder what governs entrepreneurs and start-up business owners to quit their lucrative jobs, essentially look the gift horse in the mouth and kiss such benefits goodbye! There can be an irresistible pull to mastermind a business with products and/or services that serve the greater good of community wider than that constituting their daily existence.

Even with research showing entrepreneurship to pose greater threats to their mental and physical health, this unique breed of individuals choose to go against the grain in chasing their dreams of being their own boss. Why? Why would anyone risk this type of career suicide?

Whether you’re an employee, have recently taken the leap to being a business owner or been in business for a while, the commonality is a congenital condition we all share as human beings; to feel a sense of purpose, value and contribution to our community. Despite it being harder to find this for ourselves in today’s world, these approaches will help you achieve ultimate satisfaction through the twists, turns and joyrides that are essential features of shaping a successful career.

1. Search for Opportunities That Feed Your Passion, Not Temporary Excitement

Even though well-intended, the ‘feel good now’ compass that career coaches and consultants often recommend you use to create career satisfaction can actually do you more harm than good. Excitement is transient. It doesn’t last. Passion is the compass you need.

Passion and excitement are two different things. The resounding career legacy that still draws you to turn up on the job regardless of the sunshine or storm that awaits you…that’s passion. It’s like a mental and/or emotional itch you can’t shrug off. Staying attuned to that calling will breed success for you sooner or later. Patience is key.

You’re also likely to have more than one key passion. Beware of getting caught in the notion you have to find your one true purpose. In fact, run immediately from any coach who tells you there is only one. There isn’t.

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Your passion is a journey that can take multiple forms so forget thinking there is the single dream job out there that will give you satisfaction in every way you can imagine. It simply doesn’t exist.

Consider embracing different roles and projects to help you fuel your passion or fuel your pursuits in finding it. Job satisfaction and your career success will be all the more sweeter from a wider range of enriching experiences.

2. Don’t Position Job and Career Satisfaction Assessments as Pivotal Guides to Your Success

Despite their popular use for vocational guidance, assessment tools such as Gallup’s Clifton Strengths and the Myers Briggs Type Indicator have come under fire[1] as being limited to the amount of true value and direction they can offer partakers.[2] These and many other guidance assessment tools (e.g. VIA Character Strengths , DISC ) are self-report questionnaires that don’t have normative population data against which to compare your results.

Simply remember these tools help you develop a stronger sense of what you identify as strengths and weaknesses within yourself, not in comparison with other people. They will still add insight around what sorts of career opportunities, tasks and projects are going to light your fire, what ones are going to extinguish it and what will prod and keep the coals steadily smoldering.

3. Be Clear on Your Personal Values, Ethics and Principles and Choose Relationships That Support You Honoring Them

Teamwork, collaboration, open communication and trust are commonplace for any flourishing work environment. However, whether or not your personal values can be honored in your work can make or break your job satisfaction.

How committed do you want to be to an organization that expects an average of 10 unpaid overtime hours every week under the guise of ‘reasonable overtime’? Are you willing to accept their construing this expectation as ‘strong commitment’ at the expense of your partner and children waiting at home for you? What are your boundaries concerning when you clock on to their time and when you clock off to yours?

Being very in tune with what your personal values, principles and ethics are will bid you well in the job satisfaction stakes. Spending time to reflect on experiences and working relationships you’ve had – the good, the bad and the ugly – will help you make well-informed searches and grounded decisions that will propel your career success.

Finding and nurturing relationships with associates and colleagues who share similar values doesn’t just make your day-to-day pursuits more enjoyable. You become fortunate to work with like-minded people who will support, understand and appreciate you like a second family.

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Being able to honor your personal values in your work means you will still be able to sleep at night when you have to tread where others fear to, and make extremely difficult decisions others would never ever dream of having to make as you forge success in your career.

4. Be Clear on Your Own Definition of What Having a Successful Career Means for You

It’s tempting to get caught up in the ideals and projections of success expressed by those we love, admire and respect. Underneath, we all want on some level to belong to a successful club of some sort.

With research reporting how much money we feel we need to be truly happy,[3] many of us try to subscribe to the notion that having the car of our dreams or taking a European holiday annually will not bring us happiness. The truth, however, for many of us is these tangible rewards are congratulatory reminders of our persistent efforts to chase our career pursuits.

If those are things you aspire to, don’t let anyone steal your desire and want to feel deserving of these things, that those are some parameters by which you define your career success.

Despite consistently being the top revenue earner for two years running, you may not wish to become the sales manager. You may not wish to step out into running your own business even though you consistently excel as an employee, delighting clients and repeatedly receiving glowing testimonials.

Your definition of career success might be enjoying the predictability of a regular workplace routine. You get to leave – without feeling guilty – at the same time each day, love the people you work with and get to spend a good, uninterrupted amount of work-stress free quality time with your family. That picture is also blissful job satisfaction and complete career success.

5. Identify the Sorts of Challenges and Problems You Want to Learn to Overcome

Standard advice you might receive from a career coach might be to look for opportunities where you get to capitalize on exercising your strengths and career-related activities you enjoy.

However, to become a success at anything involves improvement. To excel at anything often involves stepping outside boundaries and comfort zones where others wouldn’t. This means dedicating focus and attention to things you’re not so good at and things you don’t like.

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Here’s where working with a coach can be particularly helpful. Map out the experiences that were unsavory in your working history. Were there challenges you opted out of, projects you failed at or toxic relationships that blasted your sense of purpose and self-worth into oblivion? It’s within these experiences that you might just find the most valuable lessons and guiding lights for your trajectory to achieve greater job satisfaction.

If your natural leadership style is to be a collaborator, finding opportunities that require you to apply a more dictatorial style might be needed. Discussing a secondment or short-term project where you get to develop and test your skills can be a step further in earning contention to lead a larger project down the track.

With several of the company’s boldest personality types penciled to roll out the operation, you’ll not only develop skills that earn your right to throw your hat in the ring; those key players have an opportunity to see your competence. You can then work on building relationships with those stakeholders before you need to hit the ground running should you win the lead.

Greater job satisfaction comes with planning and choosing the lessons and opportunities you want to learn, not desperately flailing, floundering and hoping for the best.

6. Keep Reviewing Your Goal Posts and Be Amenable to Change

The word ‘career’ is indicative of a longer-term pathway of change, growth and development. The journey is dynamic.

You will accumulate new skills and let those you no longer need, become rusty. Your intrigue will be stimulated by new experiences, knowledge and people you meet. Your thinking will continue to expand, not shrink. As a result, your goalposts are likely to change.

A major part of enjoying a successful career is not just setting goals effectively, but regularly reviewing and readjusting them where necessary. However, moving the posts or the target still needs to take place by applying the same processes by which you originally created them. The strength of your emotional connection to those revised goals needs to be the same, if not stronger.

By asking yourself the following questions, you can assure your developmental and growth trajectory is still on course:

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  • Would working toward these goals still allow me to honor my personal values, principles and ethics at the same capacity if not greater?
  • Do the activities I need to undertake to meet these goals honor my highest priorities?
  • Does this feel right for me and those who are nearest and dearest to me?
  • Is this aligned with my passion?
  • Is chasing this goal a right step for me to take now or is this a detour or distraction which could delay my greater plan?

Each of your career goals should have different review periods. Whatever you do, stick to the review schedule you set. It will not only keep you focused but help you see your progress (or lack thereof) and allow you to timely re-chart your course before you get too far down the track. You don’t want to waste time haphazardly heading in the wrong direction.

7. Be Prepared to Let Go

It can be unfathomable to us as to why others risk leaping into the unknown when everything truly appears fine and dandy in the career realm. The company provided stability, recognition, financial success, interesting projects and the promise of a promotion…what was wrong? Why now jump sideways to run a café or train in another field altogether?

Nothing may have been wrong at all. It was all going right. It was just the end of a chapter. Perhaps the yearning for the next step is actually taking a different trajectory entirely. You may want to simply experience a different rhythm. Perhaps it’s time to pursue a different passion.

If you have leaped from employee-land to freelancing or have made the reverse-jump (or you know someone who has), you will have quickly grown a different appreciation for pros and cons each work lifestyle brings. Working for yourself can bring the greater realization of your creativity, whether or not it can be monetized to earn you a living.

When your customers are buying you or a product you designed and fashioned, there is a direct level of appreciation and gratitude that can elevate your confidence in the way you have never experienced as an employee, regardless of your rank.

Similarly, there are times where we need to recognize our business ventures were adventures, not long-term life-changing empires. There are times we need to recognize that time is what provides the clearest limitation of how long we persist for in such pursuits.

We have to recognize the absence of enough financial, mental, emotional and physical breadcrumbs that tells us we’re no longer meant to push in that direction. At least, not for the present time.

The Bottom Line

Above all, keep the momentum. As long as you remain committed to pursuing work opportunities that allow you to honor your highest priorities, the truth of who you are and what you stand for, achieving ultimate job satisfaction and a successful career will never be too far away.

More Resources to Help Advance Your Career

Featured photo credit: Csaba Balazs via unsplash.com

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