Feeding it back: Providing safe and constructive responses to staff output.

Traditionally, manager's were the only one's providing feedback to their staff. However, times are changing. As we have progressed, we have realised that gathering, acting on and appreciating feedback from all areas of the workplace hierarchy not only improves employee performance, but enhances customer experience and brand performance.

A manager has expectations of their team members, and it’s only fair that team members have expectations of their manager. Successful teams have open manager-employee communication that flows both ways: being able to give feedback about your manager helps reinforce what is going well and highlight what isn't, providing room for improvement.

‘Over reliance on the chain of command prevents leaders from hearing the unvarnished truth,’ 

When managers don’t know what their reports think of them, their unchecked behaviours and approach may be detrimental to the team, the projects and the business. Because every employee has their own, unique perspective on how their company operates, managers will benefit from as many insights as possible.  

When things are going well.

• As an employee, giving your superior positive and constructive feedback (they probably rarely receive it) will encourage them to continue with a successful approach. You’ll also come across as honest and helpful, with a valued opinion that’s worth consulting again and again.

• Positive affirmation also builds up good relationships that form the basis of networking: your manager will remember you even if they move to another job, which can enhance your career prospects. 

• As a manager, positive feedback has been shown to dramatically improve employee output. The times of "tough love" and pressure "creating diamonds" have never been less relevant.
  

When things aren’t going so well:

• As an Employee, managers can’t fix what they don’t know- nor can they be everywhere at once. Pointing out what needs improving will highlight areas that could run more efficiently and productively.

• We are realists. Sometimes there are managers who you just can’t get on with; a trackable feedback system will highlight honestly where the issues and conflicts are, which are the first steps to resolution. 

• As a manager, feedback can be one of the greatest tools in your arsenal to improve employee output- but it can also be your greatest weapon against it. Learning the skills necessary to convey better ways of achieving your joint goals whilst maintaining employee morale is a skill, and is paramount to a healthy workplace.

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It’s important to remember that your manager is an employee of the company too: their performance is being measured, and they will want to improve that performance. It’s all part of their professional development. 

Employee engagement, wellbeing, job enablement and employee retention will all be KPIs on a front-line manager’s scorecard, so it’s crucial that they know about, and can solve, issues that may result in team members struggling or even leaving. As the saying goes, ‘people don’t leave their jobs, they leave their bosses’.