Managing performance: Are your managers getting the feedback they need?

We shared a post not long ago about new joiners not getting appraisals in their first year of employment and its effects on managing performance.

Well, senior people need some love and honesty too, even if the thought is a little scary. For the sake of managing performance, it needs to become common place.

In many businesses, it is still considered taboo to tell managers exactly what we think but it is vital for managing performance. The last thing you want is people discussing managers behind their backs instead of providing direct constructive criticism as this will make them less emotionally intelligent and they may start to see themselves very differently to how they are actually perceived. You could end up with a Darth Vader in your business!

Ultimately, what all great leaders have in common is trust, and much of that trust is created through transparency. That’s a two-way process – you sharing with your people, and in return them sharing with you. You can find more tips about transparency here.

You may be familiar with something called 360 feedback. We tend to use this for clients that need help with managing performance. You can read a case study about this here.

Getting into the habit of using 360 feedback for your managers may involve some cultural changes but ultimately, it will benefit your business as a whole.

So what can you do to get honest 360 feedback?

• Remove the stigma – Make feedback part of your everyday company culture for both teams and their leaders. Discuss openly in a group setting to normalise the process
• Be prepared to hear feedback and act on it – Even if it comes from someone less experienced, all feedback is relevant. That might not be easy for your leaders, so provide a balanced assessment that highlights positives as well as rooms for improvements
• Ask for advice rather than feedback – other members of the team might find it easier to offer actionable advice rather than providing constructive criticisms
• Get someone else to gather the feedback for you – by outsourcing to a consultancy you can feel safe in the hands of someone with expertise in gathering 360 feedback and members of the team will also find it easier to open up and be honest with an independent third party

To find out the improvements you could make to your business with Reality HR on your side, give us a call on 01256 328 428 now or fill out the form below to organise a callback at your convenience:

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from Reality HR Limited http://www.realityhr.co.uk/blog/do-your-senior-people-get-the-feedback-they-need-to-improve-their-leadership/