Feedback that your staff can hear!

Think of the most recent egg or scavenger hunt that you participated in.  For us, this was over Easter and we hid baskets and eggs in the front yard and house for our boys. Yes, they are pre-teens and still play.  It makes my heart happy.  Yet, they were frustrated as they could not find two specific last eggs and their basket.  What happened next?  Mom, will you give us a clue?  

They were asking for feedback.  We are conditioned to look for feedback to keep going. Whether this was at work or at home.  The quality and kind of feedback that we give will garner certain types of results.  As a parent and a manager, I never want to give away the answer.  Why?  First, that is no fun.  Second, then we take away the opportunity for the other to learn.  

Asking questions!

Back to our egg hunt.  I gave clues such as: 

  • What do you do every day?  
  • What do you hate doing?
  • Where do you believe the Easter Bunny would hide it?
  • The baskets are in the kitchen, living room, and basement.

The Office of Personnel Management outlines three keys to feedback: Specificity, Timeliness, and Manner that the feedback is given.  In our professional world, Performance Management is a formal process of documenting an employee’s performance.  Yet, the relationships that staff have at work have a significant impact on employee performance and how we engage with each other. There are positive ways to give feedback that allows staff to build critical thinking skills while also learning an organization and people’s styles.  

Feedback must be woven into the tapestry of the organization to be effective.  Yet, there are key times to provide feedback and these are when it is expected and can have a positive impact on both the person and performance according to Harvard Business Review.  

Why is feedback important?

  • The employee-manager relationship is a top driver, 70%, to employee satisfaction according to Gallup.  
  • According to Forbes, much of the responsibility for a positive feedback look falls on managers. 
  • Creates a strong team
  • Is essential to develop performance according to Cambridge
  • Gives us a sense of belonging and purpose
  • Prevents us from being stuck and discouraged according to Huffington Post.

During our current pandemic with a large majority of staff working from home, the feedback that we give becomes even more important. Yet, there is not a one size fits all approach as each person has a different need for feedback. Based on the research from The Predictive Index. Each of us has a highest drive and based on that highest drive is a specific need. This is either the need for impact, feedback, time, or details. As a manager, do you know exactly how to provide feedback on what ways to engage and motivate your staff?

If you are curious to know more about what your specific needs are and those of your staff, take the Predictive Index Behavioral Assessment now!

Through our questions, we give our staff the opportunity to process the questions that we ask and learn the specific processes.  Let’s revisit our egg hunt experience.  The questions that we asked provided a framework of what to do next and where to look. We set parameter’s around where the baskets were not so that they could focus on a very specific area.  The Standard Operating Procedures and Job Descriptions that you have inside of your organization do the same thing for your staff.  If you are still hanging onto where the baskets were hidden.  One basket was hanging behind the TV in a corner and the second basket was under the pool table with clothes piled on top. Tricky.  And, the problems that we solve at work are typically tricky too.  

We can simplify these processes by providing feedback to staff in ways in which they can hear it and ensure that we are setting our staff up for success by creating an environment that is transparent with communication so that they know what is needed to be successful.

An Easy Button

Looking for an easy button to increase your feedback effectiveness? Take the PI Behavioral Assessment AND have a colleague take it to receive your personalized communication guide!  

Thriving in Forced Change

Change – A verb to make or become different according to Oxford.  Well, we are in the midst of a forced change.  The COVID-19 pandemic has disrupted our businesses, lives,

Photo by Ivan Bertolazzi on

families, economy, and health, for some, in significant ways. Yet, we all have a choice in how we reactive this change.  How we will change to thrive through the storm and into the next period of calm waters.

So, what does it take for businesses to weather this storm?  We must inspire the staff that is still working while triaging the current situation.  There are four key areas to aligning your people strategy to your business strategy, yes the current strategy to ensure your business agility and resiliency.  This is the key that an HBR study found of the companies that flourished after an economic downturn.

There are four key parts to this:

  • Design
  • Inspire
  • Diagnose
  • Hire

Change is painful and this pandemic has forced us to look at aspects of our business and people. We look forward to partnering with you to align your people strategy to your business strategy to tHRive into the next chapter of your business.

If you are looking for more, you can download Surviving an Economic Downturn with Talent Optimization.  

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Looking or a partner to assist you in nimbly adapting to changing circumstances while protecting your productive assets to emerge stronger?  Give us a call at 608-312-4324 or book time here.

Permission… What does permission have to do with employee engagement?

Permission.  This little word leads to the choices that we make each and every day.  We are taught in our current society that we must be given permission to do things.  The permission to go to the bathroom in school.  The permission to leave the house and play outside.  The permission to use the car.  Sometimes the permission is granted as a request, sometimes we make the request for permission.  What we become and the dreams that we dream so often come from the permission that others give us to create those dreams. 

I was coaching an employee this week.  I asked her what she would like to be doing in 3 years and 5 years.  She stated that she would like to be doing something in this same field, yet, with a different population.  I asked her why she is not doing it already, as it aligns with the organizations’ mission.  She stated that she did not know or think that she could.  I asked her why.  I never thought of it, was the response.  This. Is. Gold.  We just gave her permission AND she gave herself permission.

Outcome? An engaged employee.

Is the performance in your organization capped based on what you believe is possible?  We as HR, Managers, Business Owners and leaders have an obligation to innovate, to up-level and serve our communities.  What is stopping you from dreaming that big dream?  Yes, it still has to be aligned with the organization.  Yes, it still must be profitable.  Yes, it still must be of high quality.  Yet, what is your staff capable of that is not being shown and shared?

Give yourself permission to dream! Give yourself permission to create and propose your solutions.  Yet, ensure that you own it to execute it all the way through. Every dream is possible if you are committed to the outcomes.  The right people and resources will show up along the way. Take a moment to give yourself permission to think beyond the day to day tasks by using this set of questions:

  • What is it that your HeaRt desires in your work role?  
  • What would it look like?  
  • Is this aligned with the mission and vision of the organization? 
  • Can this be profitable? 
  • Is this a large enough dream that you are willing to own it 100% and put it into action?  

Who needs to give you permission?  You need to give yourself permission!  What is one thing you will give yourself permission for today?

This could be as simple as reaching out and asking for another perspective on your structure and culture to innovate your business?  Are you ready?  Great! Give yourself permission. Schedule a call with us to discover what this can do for your organization.