Let’s face it. Being a people-leader is HARD!
When you were an individual contributor, things were so much easier. Remember when all you had to worry about was yourself? Remember when getting the job done just meant staying at work a little longer and an extra cup of coffee?
When a high-performer is promoted into a leadership role, it can be quite a shock. It often takes a second for them to realize they can’t continue to crank out results on their own like before. The job evolved to getting results through others, and that requires new skills. Few of us know how to delegate, coach, provide feedback, or manage performance naturally. It can be one of the hardest jobs out there, and unfortunately, few have the skills we need prior to getting promoted.
If you’re struggling with this, you’re not alone. The good news is that leadership can be learned, and I recommend starting with the skill of giving feedback.
Feedback is a necessary part of getting results through others. The best leaders are comfortable reinforcing a job well done and redirecting when something is off course. Plus, the majority of today’s workforce wants to receive feedback and get a daily check-in from their leader. When they don’t, it leads to the perception that they’re not appreciated and that their leader doesn’t care about growth and development.
Getting better at providing feedback begins with asking three basic questions of every employee on your team. (You can also use these with your boss or your peers.)
Let’s take a look!
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What’s the best way for me to show appreciation and give feedback for a job well done?
Numerous studies show that today’s workforce wants recognition and meaningful feedback–and they want it often. There’s no one “best way” to do it. It depends on the receiver.
When it comes to recognition, some want you to thank them publicly in front of everyone on the team, while others would rather you do it one-on-one.
If you’re giving a gift or the like, some might prefer a plaque to display while others prefer an extra half-day off.
Ask this question to find out what they prefer, and then be sure to use that information when you show appreciation, give recognition, or tell your team what they’re doing right—which should be daily. (Yep! You read that right!)
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When I need to give you feedback for improvement, what’s the best way to do it?
“Feedback” is one of those words that affects people in different ways. Just hearing the word can cause anxiety for some. For others, it can be a welcomed conversation. This question helps you identify their preferences and communicate constructive feedback effectively.
Giving constructive feedback generally consists of naming the behavior that needs improvement, providing the impact or importance of that behavior, and engaging in two-way conversation to find out why something is happening, and how to improve things in the future.
Throughout the discussion, remember to be as specific as you can. Avoid statements like, “You need to develop a stronger work ethic” or “You’re too aggressive.” How do you define “stronger work ethic” or “too aggressive”? I bet our definitions would differ if we compared them!
Instead, get specific on what you observed and what you want to see in the future. If you aren’t clearly stating your expectations, they can’t meet them!
Knowing each person’s preferences also helps you deliver constructive feedback quickly. Many leaders avoid giving feedback because they’re unsure of how begin the conversation and worried they’ll upset them. They hope things will get better and the employee will “figure it out,” but that rarely happens. When you see something, say something! Have the conversation as soon as you can.
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Where do you want to go in your career? How can I help you get there?
Have you ever had a leader who believed in you and your ability to move up? Remember how good that felt? By asking this question, you get the information you need to be that leader for your team.
Have “career conversations” at least twice a year with your team. Ask questions about what they want to accomplish in their career, what they like to do, what they don’t enjoy doing, and how you can help them get achieve their goals. Be their champion and inform them of opportunities within the company.
Another bonus of this question? You can use the information you gather to create employee development opportunities. Think about what they need to learn, and consider what you can delegate or assign to help them learn new skills, get exposure to the right people, etc.
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Becoming a great leader in today’s world is not an easy task. It takes time, patience and an understanding of the people you lead. The best leaders ask the right questions to build relationships with their team to get the best out of their employees.
Some companies know that leadership development programs are critical to helping new managers learn these skills as they begin leading teams.
Others hope for the best and assume new leaders will figure it out when the time comes. (Spoiler alert. Most fail!)
If you’re figuring out this “leadership thing” on your own, know that you’re not alone and there’s hope. Start with the basics. Prioritize building relationships and giving feedback to your team, peers, and leaders. The rest will fall into place…I promise!
About the author:
Courtney Ramsey works with businesses of all sizes that believe great leaders are key to employee retention, engagement, and productivity. Through keynotes, breakouts, and workshops led both in person and virtually, she develops leaders who inspire their teams to drive business results. As a wife, mom, and entrepreneur, her idea of a good Friday night is watching Dateline NBC while drinking a semi-dirty martini. She resides in Dallas, Texas, and you can find her at www.CourtneyRamseySpeaks.com.
