Feedback

Are you getting it?

In our leadership classes, we ask people to fill out an evaluation at the end of each session (or series of sessions, if the workshop has been split to limit Zoom fatigue).

So, we get regular feedback from the people we train. We have the opportunity to expand the things that work well and adjust the things that don’t.

Do you get feedback on your leadership?

You may have recently completed performance reviews for your direct reports (or you may have them coming up—some companies stagger their reviews to different parts of the year, do them twice a year, or do them annually in the month the person joined the firm—there are a lot of different models out there). You may have gotten feedback from your supervisor, but not too many firms do 360° reviews on a regular basis, so you may not know how the people who report to you perceive your effectiveness.

The next time you meet individually with your direct reports, consider asking them: “Is there anything I can do differently to help you develop in your career?” They may have some great ideas. They may not have any ideas in the moment, but let them know that they can come talk to you later if they think of something. Or they may be happy with what you currently do, and that’s good to know, as well.

In this economy, many bosses are getting the “feedback” that their employees want something different in exit interviews. If retention and morale are priorities for you and your firm, don’t wait until it is too late.

(Photo by Towfiqu barbhuiya on Unsplash)