Feedback is essential for professional development and growth. You can identify your strengths and areas for improvement, then make adjustments to benefit your team.
As a result, you should regularly ask for feedback from your employees. However, this often is easier said than done.
Your employees may feel uncomfortable sharing their perspectives on your performance. They might not want to upset you or face repercussions because of their feedback.
Fortunately, you can take steps to encourage your employees to provide you with feedback. These ideas can help.
Discover three ways to ask for feedback from your employees.
You may ask for feedback from your employees about a specific issue. For instance, “How can I improve our team’s goal-setting process?”
You might request feedback on a specific behavior you want to improve. For instance, “What can I change about how I recognize your achievements?”
You could seek feedback on how you can improve as a manager. For instance, “How would you prefer I share company announcements?”
Being direct when asking for feedback from your employees narrows down the area in which you want to do better. This makes it easier to provide concrete suggestions.
Show that you truly want to understand your employees’ feedback and make their work experience better. Encourage your team to give honest, actionable input.
For instance, practice active listening. Make eye contact, maintain open body language, and let your employee finish speaking before you respond. Also, ask follow-up questions to gather more information. Additionally, repeat what you heard to check your understanding. Then, respond appropriately.
Thank your employees for their feedback. Let them know you appreciate their input and will implement it. Build trust by following through.
Follow up with your employees to determine your progress. Show that you value and respect what your employees have to say. Demonstrate your desire to do better for them.
Remind yourself that asking for and receiving feedback from your employees is an ongoing process. You must allow time for them to embrace sharing their perspectives for improvement.
Asking for feedback requires building trust. Providing feedback requires thought. Both of these processes need adequate time to develop.
Regularly share examples of feedback you received and what made it worthwhile. Ask your employees to share similar types of feedback so you can continue to improve your performance.
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