Results of Providing Feedback - Or Not (Part 1)

 

Below are three general ways you can provide feedback. Look them over and rank them (mentally) as to most effective. It may be trickier than it looks.

1. Focus on strengths
2. Focus on weaknesses
3. Focus on neither strengths nor weaknesses (ignore the employee)

Here's what we know, based on a recent Gallup poll. Of a group of employees who reported that they had a manager who focused feedback on their strengths, 61% were "engaged" in their company's success. Of a group of employees who reported that they had a manager who focused feedback on their weaknesses, 45% were "engaged" in their company's success. And finally, of a group of employees who reported that they had a manager who ignored them, only 2% were "engaged" in their company's success!

What does it mean to you?

• Do not ignore workers when it comes to feedback.
• Do provide feedback at least on strengths, but it's better if it is balanced.
• If you need help in providing feedback of all types effectively, then get that help. It makes a big difference - in their success and yours.

There is more to this survey, and I'll post that next.

I previously defined employee engagement here. It is a critical topic and you can find more of my posts on this topic by conducting an advanced search on blogs only, search term "engagement".