Fixing Feedback
• Have your people been to training on feedback or conversations? • Do you feel the culture is not transforming enough as a result? • Is the ‘people noise’ still too loud? • Does your organization value the development of others? • Do you work in a matrix environment where it becomes hard to stay on top of everyone’s capability?
Whilst people’s intent to give others feedback is typically good. It is still not translating into enough actions or the actions may be damaging. We are still avoiding or poorly handling conversations with each other, either in the moment or in our formal catch-ups. What if there was a better way? Well there is. Getting into our ‘Feedback Flow’. High performance organisations do this.
Productivity
High Profit
Low Profit
Feedback Flow Regular Feedback
The ‘people noise’ in organisations continues to remain; dissatisfaction with colleagues and leaders, damaging workplace gossip and issues escalation to name a few. Unfortunately it’s become our constant. People are more poor time than ever, meeting deadlines and commitments suffer and we continue to talk about each other behind each other’s back. It’s not helpful and more importantly it festers.
So what suffers? Performance and Productivity. Getting things done has become harder than it needs to be. Why? We need to fix our feedback.
Performance Management Low performance organisation
Time
High performance organisation
“Success is never about your claim to scare resources. It’s always about your resourcefulness”. Tony Robbins