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These 3 Types Of Feedback Boost A High-Performance Culture

These 3 Types Of Feedback Boost A High-Performance Culture
by Burl Stamp

Management literature is filled with different perspectives on what managers should do to most effectively influence the performance of staff members who report to them. Ranging from authoritative to collaborative, aspects of these various styles are appropriate at different times and in different situations. But the core characteristics of a mentor—a wise and trusted advisor and teacher—remain consistent. 

FeedbackUnderpinning the philosophy of mentorship is a manager’s sincere care and concern about the individual success of staff members as well as the team’s collective success. When managers are respected and trusted by every employee, the direction and feedback they provide to staff—whether positive or negative—is better received. As a result, it’s more effective.

A Shift to Mentorship

If managers are to be mentors, there needs to be an organizationwide mind-set shift. First, senior leadership and middle managers alike must consider a manager’s primary responsibility to be supporting frontline staff and helping them to succeed.

With this change in mind-set, middle managers are empowered to rethink how they spend their time and prioritize their responsibilities. Consistent rounding—the popular “management by walking around” method pioneered by Hewlett and Packard in the 1960s—is the best place to start and helps to support the three pillars of the mentoring model.

Before jumping into more frequent and intentional mentoring, leaders should have conversations with their teams about the “why” behind the new practices. These conversations give staff the opportunity to ask questions, offer suggestions, and avoid the risk of employees believing that ulterior motives are behind the more frequent feedback.

Read full article on HR Daily Advisor.