Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear.
“Feedback is all around you. Your job is to find it, both through asking directly and observing it,” says David L. Van Rooy, author of the new book, Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be.
As today's guest post, Van Rooy offers these six tips for how to get the feedback you need to improve performance at work. Guest Post By David L. Van Rooy
1. Don’t forget to ask: One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, you’re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve.
2. Make sure you listen: Remember, getting feedback is about improving your performance, not turning it into a “you versus them” mentality. Your reaction is cri…
Here are 10 behaviors, techniques and tips you can use to be an effective leader: Respond to questions quickly and fully.Take an interest in your employees and their personal milestone events.Give feedback in a timely manner and make it individualized and specific.Be willing to change your decisions.End every meeting with a follow-up To Do list.Support mentoring -- both informal and formal.Don't delay tough decisions.Do annual written performance appraisals.Explain how a change will affect employee's feelings before, during and after the change is implemented.Have face-to-face interaction as often as possible.
Fortunately, most of my career I’ve worked in effective corporate cultures. If I put together the best of each, here is what made those environments effective:
• Leaders led by example on a consistent basis and were willing to roll up their sleeves, particularly during tight deadlines or challenging times.
• Employees clearly understood how what they did made a difference and how their contributions made the organization either more profitable or more effective.
• The workforce included a blend of long-term employees with a rich company, product/service and customer history, employees who had been at the company for five to seven years, and then new hires with a fresh perspective and keen sense of new technologies and techniques. That blend worked best when the mix included virtually all A-players.
• Top managers had a clear, realistic and strategic vision for how the company would grow and compete in the marketplace.
• Employees were challenged and rewarded through growth opportunities, e…