{"id":11339,"date":"2019-10-10T16:12:42","date_gmt":"2019-10-10T20:12:42","guid":{"rendered":"https:\/\/peopletekcoaching.com\/staging\/?p=11339"},"modified":"2021-10-14T21:39:07","modified_gmt":"2021-10-14T21:39:07","slug":"is-feedback-important","status":"publish","type":"post","link":"https:\/\/peopletekcoaching.com\/staging\/2019\/10\/10\/is-feedback-important\/","title":{"rendered":"Is Feedback Important?"},"content":{"rendered":"

Top performing companies are not only good at accepting feedback, they deliberately ask for feedback. — Susan E. DeFranzo<\/p><\/blockquote>\n

Is Feedback Important?<\/strong>\u00a0 We say it\u2019s not only important but that it\u2019s critical for organizational success and personal and professional growth. What do you think?<\/p>\n

Don\u2019t confuse giving feedback with annual performance reviews; while both serve a purpose, if you want to move the performance needle and improve behaviors and skill-sets, giving regular, honoring, and well intended feedback will do the trick.<\/p>\n

officevibe<\/a> published the following feedback statistics:<\/p>\n

1.\u00a0\u00a0\u00a0 14.9% lower turnover rates in companies that implement regular employee feedback.<\/p>\n

2.\u00a0\u00a0\u00a0 2X as likely to be actively disengaged if employees are ignored by their manager.<\/p>\n

3.\u00a0\u00a0\u00a0 4 out of 10 workers are actively disengaged when they get little or no feedback.<\/p>\n

4.\u00a0 \u00a082% of employees really appreciate receiving feedback, regardless if it\u2019s positive or negative.<\/p>\n

5.\u00a0\u00a0\u00a0 43% of highly engaged employees receive feedback at least once a week compared to only 18% of employees with low engagement.<\/p>\n

6.\u00a0\u00a0\u00a0 65% of employees said they wanted more feedback<\/p>\n

7.\u00a0\u00a0\u00a0 58% of managers think they give enough.<\/p>\n

So what can we as leaders do?<\/strong><\/em><\/p>\n

Make time
\n<\/strong>Regardless how busy you are, create a feedback calendar and take it seriously!
\nIf you become aware of a “positive” or “negative” action, acknowledge it immediately<\/p>\n

Make it honest and meaningful<\/strong>
\nBe prepared to provide specifics about both negative and positive feedback
\nThink in terms of praise and constructive criticism \u2013 both contribute to growth<\/p>\n

Use goal tracking<\/strong>
\nIf you don\u2019t know how to get started, review how the individual has helped (or hindered) the achievement of organizational or team goals<\/p>\n

Commit to supporting continual learning<\/strong>
\nReview what in house programs are available
\nEnsure your budget adequately includes development opportunities
\nInvestigate external training that can address your focus areas<\/p>\n

Feedback will make your top performers even stronger, and will help motivate and guide those that may be under-performing.<\/p>\n

Are you committed to “improve and enhance” others?<\/p>\n

Top performing companies know that feedback is helpful only when it highlights weaknesses as well as strengths.– Susan E. DeFranzo<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"

Top performing companies are not only good at accepting feedback, they deliberately ask for feedback. — Susan E. DeFranzo Is Feedback Important?\u00a0 We say it\u2019s not only important but that it\u2019s critical for organizational success and personal and professional growth. What do you think? Don\u2019t confuse giving feedback with annual performance reviews; while both serve a purpose, if you want to move the performance needle and improve behaviors and skill-sets,[…]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_seopress_analysis_target_kw":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[7],"tags":[72],"class_list":["post-11339","post","type-post","status-publish","format-standard","hentry","category-leadership","tag-feedback"],"acf":[],"_links":{"self":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/11339","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/comments?post=11339"}],"version-history":[{"count":0,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/11339\/revisions"}],"wp:attachment":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/media?parent=11339"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/categories?post=11339"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/tags?post=11339"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}