Feedback

Use it judiciously

As leaders, we should give feedback to our people. And we should also encourage them to give us feedback.

If someone gives you feedback it is a recommendation, not a requirement to follow. You should consider it, but only implement it if the cost-benefit analysis makes it worthwhile.

• Does it improve efficiency? Will it save your team time? Money? Annoying busywork?

• Does it improve the workplace? Will it make your people’s lives better?

• Will it improve the quality of the product?

• Does it take your team in a new direction? Will you get a new revenue stream or increased market share?

Don’t just use the financial numbers for this assessment. Consider how it makes your people feel—the human quotient. If someone recommends a change that will cost a little money but make your team happier and/or more productive, it’s a good investment.

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