How to give feedback: 5 best practices for managers
Managers know that giving clear, consistent feedback is key to improving employee engagement, and helping them…
The skills you need to lead are not the same skills you needed in your role as an expert contributor. Management is a job in and of itself, and to master this role (just like you did your last one), you’ll need a new set of management skills in your toolbelt. Really, it’s a fine balance between mastering your interpersonal skills and learning the technical skill required in your new role. You’ve landed in the right place to learn exactly what hard skills and soft skills you need to hone in on to lead successfully.
To be a successful team leader, first, be a successful communicator. As a manager, this means being clear and being human. The more clearly you can get your point across, the greater the chances are your team will follow your vision and be able to succeed in their own roles.
Scenarios where effective communication is pertinent:
Being involved in your team’s high-level time-management without micromanaging is a key skill of effective management. Your team’s capacity to be productive is essential for their overall performance. Your high-level strategic thinking should help guide how they make choices and decide on the initiatives they chose to work on.
How to help your team manage their time and prioritize projects:
1. Question their ways of working, tools, and processes: Are they the most efficient and relevant to their needs?
2. Help them reflect on any outside requests they take on from other teams: What’s at stake when they do and how can you help them learn to say no?
3. Lead the prioritization of their tasks based on the business objectives: Encourage them to reflect on their choice of project or tactic based on the goals they need to reach.
More than anything, being a manager is about nurturing positive, trusting relationships. You’ll get the best out of your team when they work well together, feel comfortable having difficult conversations, and enjoy the time they spend with their peers.
Here’s how to ensure you keep relationships a top priority:
1. Understand how your team feels about their trust levels with you and their colleagues using anonymous feedback tools like Officevibe. You can actually get tangible data on how employees feel working with their peers and with you.
2. Before collaborating successfully, take time to learn about one another and how everyone likes to work, what motivates them, triggers them, what needs they have, etc.
🛠 We built a tool to facilitate this team collaboration discussion in our manager toolbox.
3. Prioritize getting to know your employees during more informal 1-on-1s in addition to your performance-based sessions. Learn about their lives and interests beyond work, and share yours too. The more you can humanize yourself as a manager, the more successful you will be able to lead.
Becoming a great manager means becoming an orchestrator for your team. You’re there to ensure things get done, not do them yourself. Your job is to help employees shine by understanding their development goals and letting them work on tasks that develop their strengths. But…
Tip: To understand your employees’ strengths, communicate with them often to learn when they feel best at work. Ask questions like “What project did you feel most proud of and why?”
It’s inevitable that you and your team will face challenges and difficulties. Time spent looking for who’s at fault or dwelling on the issue is time that is not spent on promoting learning or finding solutions.
Management is in part about being confident in your decision-making skills, critical thinking, and problem-solving techniques, but more so about coaching your team to hone in on these same leadership skills.
Tip: Instead of giving the answer, ask questions that challenge assumptions to help employees find the root of the problem. For example, “Why did you use this method?” or “How did you come to that conclusion?
Giving and accepting constructive feedback is one of the most important skills a manager can build. When employees see they see that they can apply the feedback that helps them grow in their career, constructive criticism becomes widely appreciated.
Feedback tips for managers:
1. Don’t wait: Give feedback in a timely manner so employees can start improving right away.
2. Be specific: Avoid generalisms when giving constructive feedback (check out our latest post on giving tough feedback while working remotely)
Managers of the modern workforce need to prioritize their ability to connect with people beyond numbers and goals. Developing your Emotional Intelligence will help you build trust with your employees and really understand what motivates them. People management skills require that you really understand people.
The process of developing your Emotional Intelligence and people skills in part means learning to manage your emotions in high-stakes situations and getting to know yourself better too. Having the ability to identify your own biases and be aware of your emotional triggers will help you become a better leader.
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