Giving Regular Feedback

Leaders, when was the last time you criticized one of your high performers? Now, of course ALL your feedback is constructive and respectful I’m sure, but how often do you catch one of your best off guard by giving them clear and direct suggestions for improvement? How did they take it?

I often remind my team members and junior leaders that being open to constructive criticism is a requirement of working for me. Explaining that it’s not only my job to provide such, but that it also means I care about them, that I want them to reach the absolute peak of their capabilities, doesn’t necessarily seem to soften the blow as it were. You can’t always control whether your perfectionists are going to think they’re in trouble or get flustered by feedback or correction, so what can you do?

As a people manager, one of your best practices should be regular and consistent feedback for your entire team. The more organized you are, the easier this will be for you. Learn to make note of the good, the bad, and the interesting for each of your direct reports if you aren’t already doing so, and share your observations with them. Their formal performance reviews, if you’re using such a system, should never come as a surprise to your employees. While you may not have as much to talk about – or as frequent the need – with every member of your team, there are so many benefits to giving them regular feedback that you can’t afford to not be doing it.

Creating a culture of excellence and accountability depends on whether you set the standard that you will always be asking more of your people; giving regular guidance to your rock stars in addition to the ones who are struggling will make it clear that feedback is perfectly normal. Finally, keep it useful and polite, and soon the majority of your team will understand that there’s always room for growth. That goes for all of us – that reminds me, I think I’ll go talk with a few members of my team…

What are your thoughts on criticizing your top performers? Please feel free to contribute to the discussion in the comments section! If you’ve enjoyed spending a few minutes reading “The Boss Perspective,” subscribe and share this site with your friends, Like me on Facebook, or follow me on Twitter @BossPerspective.