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A central tool of leadership management is regular feedback, a process in which you as a manager provide your employees with information about their performance, their behaviour and/or the results of their work. The aim is to help employees to categorise, improve or intensify their performance. In this guide you will learn - Why feedback is so important, - What is important here and - You will learn how to plan and conduct such discussions. You will also receive a variety of formulation aids for concrete implementation in everyday working life in order to activate a significant increase in performance, motivation and success within your team. The guide is supplemented by fifty questions and answers to help you deepen your understanding of the key concepts of effective feedback conversations.
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Seitenzahl: 80
Veröffentlichungsjahr: 2024
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Klaus-Dieter Thill
Effective Feedback Strategies for Managers
Boosting Efficiency, Engagement and Success
Dieses ebook wurde erstellt bei
Inhaltsverzeichnis
Titel
Foreword
1 Feedback and its importance in employee management
2 Basics of effective feedback discussions
3 Preparation for feedback meetings
4 Practical instructions for feedback discussions
5 Conclusion of feedback discussions
6 Specialised feedback strategies for individual employee types
7 How to create a feedback culture
8 Conclusion
9 Answers to the questions
Impressum neobooks
Foreword
A central tool of leadership management is regular feedback, a process in which you as a manager provide your employees with information about their performance, their behaviour and/or the results of their work. The aim is to help employees categorise, improve or intensify their performance.
In this guide you will find out,
why feedback is so important,
what is important and
how you can plan and conduct such discussions.
You will also receive a variety of formulation aids for concrete implementation in everyday working life in order to activate a significant increase in performance, motivation and success within your team.
The guide is supplemented by fifty questions and answers to help you deepen your understanding of the key concepts of effective feedback conversations.
Note: when the text refers to "manager" and "employee", the terms are used in a gender-neutral way.
1 Feedback and its importance in employee management
1.1 Definition
Feedback is a process by which you reflect information to your staff about their performance, behaviour and / or the results of their work. It is given to help individuals improve or strengthen their performance, but also to praise a particularly good performance. The term "constructive feedback" is also used in common parlance, as it is intended to help the recipient
on the one hand, encourage and strengthen the child by emphasising the positive aspects of his or her performance and strengths,
on the other hand, addresses areas where changes are necessary.
1.2 Why is feedback important for your employees?
1.2.1 Performance improvement
A fundamental aspect that emphasises the importance of feedback is the improvement of employee performance. Targeted feedback allows you to recognise strengths, address weaknesses and set clear expectations for your employees regarding their performance. In this way, you define a framework for action and help them to complete their tasks more efficiently. By recognising the positive aspects of their work, but also expressing constructive criticism, you set "guard rails" and can motivate everyone to give their best and continuously work on their professionalism. All of this contributes significantly to the quality of the work and the team's success.
1.2.2 Performance development
Feedback also promotes personal and professional development. Through targeted feedback, you can point out individual development directions and identify suitable training measures to further expand the skills and competences of your staff. This enables employees to continuously develop themselves in the context of changes in the professional world in order to realise the goals of your workplace, team and company.
1.2.3 Conflict prevention and resolution
Feedback is also a valuable tool for conflict resolution. In any team, no matter how well-functioning, tensions and differences of opinion can quickly arise, which have a negative impact on cooperation and team spirit. By providing constructive feedback, you create an open communication culture in which misunderstandings are clarified and problems are addressed. This also enables you to recognise and address problems at an early stage before they develop into major conflicts. By enabling your employees to express their points of view and concerns, you create an environment in which misunderstandings are quickly clarified and, above all, viable solutions are found. A harmonised working context in this way is crucial for creating positive team dynamics and contributes to employee satisfaction and long-term staff retention. This aspect is also very important with regard to the shortage of skilled labour and its effects.
1.2.4 Appreciation
By giving your employees feedback, you show interest and appreciation for their work and commitment. This strengthens trust and the relationship between you and the team members. When employees feel that their work is appreciated, their satisfaction, motivation and willingness to perform automatically increase.
1.2.5 Improving communication and cooperation
Feedback also plays an important role in terms of communication and collaboration within your team. By providing regular feedback, you create an open dialogue: You can clarify expectations, give feedback and promote a climate of trust and openness. This supports the efficiency of collaboration, the exchange of knowledge and enables continuous improvement of work. And last but not least, the feeling of being able to rely on each other is strengthened and a satisfactory working relationship is created for everyone involved.
1.2.6 Developing a culture of learning and improvement
By establishing feedback as an integral part of your work, you create a culture of learning and improvement. Mistakes are not "penalised" on an individual basis, but are seen as learning opportunities. This leads directly to greater effectiveness, efficiency and productivity. At the same time, your employees are encouraged to contribute new ideas, drive innovation and contribute to the continuous development of the quality of work, because progress cannot be realised without errors.
1.2.7 Promoting clarity and security
Feedback is the basis for a clear and unambiguous presentation of your expectations regarding work performance. This helps employees to concentrate better on their tasks and avoids uncertainties regarding the applicable evaluation standards. If employees are aware of these, they can use their performance energy in a targeted manner.
1.2.8 Increasing motivation and commitment
Feedback is a powerful motivational tool. When you recognise the achievements of your workforce and provide feedback that emphasises strengths, employees feel valued and encouraged to give their best. This leads to higher motivation, more commitment, increased loyalty and greater dedication to common goals. Through targeted feedback, you can above all promote the intrinsic motivation of staff by helping everyone to set personal goals and identify their potential. In addition, feedback helps to underpin employees' self-confidence and support them in better assessing and utilising their skills.
1.2.9 Long-term success
Regular feedback is an essential part of a continuous improvement process and contributes to the long-term success of your work. It leads to the continuous development of the skills and competences of those being managed, which ultimately improves the quality of work and the reputation of your area of activity and your company.
1.2.10 Synergy
The descriptions in this overview of benefits also make it clear that the effects listed cannot be clearly delineated, are mutually dependent and are interrelated in such a way that the feedback creates a synergistic effect overall. Synergy of effects means that two or more effects or actions in combination can produce a stronger or different effect than if they were considered individually. Synergy makes it possible to achieve better results with fewer resources or less effort.
1.2.11 Conclusion
Feedback plays a crucial role in the effective management of employees. It is a valuable tool to ensure the quality of performance, prevent or resolve conflicts and create a more positive working environment. By providing regular feedback to your staff, you can develop their individual skills and strengths and support their professional growth, but above all ensure a quantitative and qualitative work performance that meets your objectives.
1.3 Why feedback is rarely used
In view of the labour-saving and success-enhancing benefits of professional feedback management described above and the fact, validated by employee surveys, that employees actually want feedback, the question arises as to why it is so rarely used in everyday practice. There are many reasons for this:
Lack of awareness
Many managers do not recognise the importance of feedback or understand how it can help improve employee performance. Some also believe that staff know everything they need to know to do their job and therefore don't need feedback.
Lack of time
Managers often have many commitments and therefore little time. At the same time, if feedback meetings are only given a low priority compared to other activities, they are often not carried out at all. Others fear that employee contacts will take up a lot of time and therefore affect their time management.
Insufficient skills
The feeling of insecurity is another reason: the people affected by this have never learnt how to implement feedback effectively and communicate it correctly or are unsure how the people they are talking to will react. This leads to feedback discussions being avoided.
Different understanding of leadership
Still others believe that it is simply not necessary to provide their staff with feedback at all, as mistakes would be penalised anyway.
Lack of priority
In some companies, feedback is not part of the corporate culture. If it is not seen as an important tool for improving employee performance, it is unlikely that managers will offer it regularly or as a matter of principle.
Fears
However, the majority of managers avoid feedback for fear of conflict or unpleasant conversations. They want to avoid employees interpreting the feedback as critical or negative and the working atmosphere becoming strained.
1.4 The effects of a lack of feedback
Feedback plays a crucial role in any professional environment. If it is missing, you should be aware that this lack leads directly to uncertainty, frustration, dissatisfaction, impaired performance and productivity of your team as well as interpersonal conflicts. Although the points listed below mirror the benefits already presented, it is essential for understanding feedback that you visualise the descriptions of the negative consequences directly, as many aspects can be observed on a daily basis in everyday working life and therefore provide important indications that feedback is urgently needed.
