Tips for Implementing Continuous Feedback Systems for Leaders

Even as a labeled “high-performer,” impromptu meetings with my boss used to give me mad anxiety. Am I going to hear praise, or am I going to be fired? Rational? No. My fault? Well, not entirely. There was inconsistency in delivery. It comes down to making sure your team members ALWAYS know where they stand and where they're headed! Sounds easy enough, right? Then why isn’t everyone doing it? Because if it sounds to easy - it becomes easy to put off. And that’s where folks fall short. Here's the deal: if your team is underperforming, anxious, or caught off guard by performance reviews, it's a massive red flag that something's not right in your approach. But here's the good news: it doesn't have to be that way! Here are 5 ways we ensure our people know where they stand and where they're headed: 1) We make our 1:1s count. These aren't just another meeting to check off the list - they're sacred time dedicated to diving deep, providing guidance, and exchanging meaningful feedback. We create a space where transparency and trust can thrive, and it shows in our results. (And we rarely - if ever - need to cancel.) 2) We don't believe in surprises. Our performance management tool allows for ongoing feedback loops throughout the year. This means our team always knows exactly where they excel and where they need to focus their growth. 3)We harness the power of collaboration by encouraging peer feedback. Leaning on the insights of those in the trenches with us, we build a true team mentality and build each other up. (Plus, your high-performers will feel like they found buried treasure with all of the extra insights into their performance.) 4) We make feedback a two-way street. We make it insanely easy for team members to seek out feedback on their work (directly and anonymously). We've created a culture where everyone feels empowered to ask for input and use it to level up. 5)We lead by example. Feedback is woven into the fabric of our company culture, starting at the top. This creates a ripple effect of growth, support, and recognition throughout the team. And here's the kicker: our senior leadership team is all in on the success of every single team member. When your leaders are bought in and actively involved in your development, it's a game-changer. You feel valued, supported, and driven to give your best every single day. Leaders: if you're ready to take your team's performance to the next level and create a culture that breeds success, steal this page from our playbook. And if you’re that anxious person carrying around uncertainty: Right now, ask for specific feedback. Then give some feedback. Be the example. Keep killing it.

From being a mom to my unsure first experiences with leadership to working in human resources onboard at Disney Cruise Line, I’ve learned how critical feedback is for maintaining relationships and cultivating growth. Which is why this is part of the series: Become an Aligned Leader in 2024 - Strategy 18 of 21: The Feedback Loop is a cornerstone of continuous improvement. Here are the 5 key steps that make it a game-changer: 1.     Provide Role Clarity: Clearly defining roles lays the foundation for success. When everyone understands their responsibilities, it creates a roadmap for achievement. 2.     Measure What Matters: Metrics guide progress. Focus on key performance indicators that align with goals, ensuring efforts are directed towards meaningful outcomes. 3.     Timely Feedback: Waiting for scheduled reviews is a thing of the past. Timely feedback, especially when veering off course, corrects the trajectory promptly, preventing detours. 4.     Recognize and Reinforce: Positive outcomes deserve recognition. Acknowledge achievements, big or small, to motivate and reinforce behaviors that contribute to success. 5.     Check for Understanding: Effective communication is a two-way street. Regularly check for understanding to ensure that messages are received and interpreted as intended. Repeat as needed, because effective feedback is an ongoing, organic process that adapts to the evolving needs of the people in your teams. But wait, there’s more! Here are some quick, but important bonus items: -         In the Flow, Not Stress: Timing matters. Avoid providing feedback when stressed, ensuring that the message is delivered constructively and received with an open mind. -         Document for Clarity and Growth: Documenting feedback provides clarity and serves as a roadmap for growth. It transforms insights into actionable steps, fostering development over time. -         Be a Mentor: Guide others through the Feedback Loop as a mentor, not a manager. Share experiences, provide constructive feedback, and inspire a culture of continuous improvement. Do you have any experiences with the feedback loop? What would you add to this list? Feel free to share in the comments below. Thank you so much for reading, and I’ll see you tomorrow for strategy #19! #leadershipdevelopment #feedback #feedbackloop #focusonwhatmatters #effectiveleadership #careergrowth #professionaldevelopment *** Follow me for more content on becoming an Aligned Leader and join our growing newsletter community “Align & Thrive” for tips and strategies on becoming the very best leader you can be.  

I stopped performing annual reviews. 99% of the time they don’t increase actual performance.  Give me 2 minutes. I'll show you what I did instead: 👇 𝗦𝗵𝗶𝗳𝘁 𝗬𝗼𝘂𝗿 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 • Break free from traditional annual reviews. • Be a year-round coach, not a once-a-year judge. • Continuous feedback, like a sports coach, is key. 𝗔𝗹𝗶𝗴𝗻 𝗚𝗼𝗮𝗹𝘀 • Avoid misalignment with clear, measurable goals. • Limit to 3 major goals. • Employees set personal goals aligning with these. • Focus: 80% on these goals, 20% on everything else. 𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝟭𝘅𝟭 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 • Essential for ongoing feedback. • Ideal timing: 60 minutes every two weeks. • Discuss progress on top 3 goals. • Address blockers & celebrate successes. 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝗤𝘂𝗮𝗿𝘁𝗲𝗿𝗹𝘆 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀 • Extend a regular 1x1 to 90 minutes quarterly. • Explore the employee’s broader career aspirations. • Discuss quarterly performance. • Checkin on personal development (see next) 𝗘𝗺𝗽𝗵𝗮𝘀𝗶𝘇𝗲 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 • Traditional reviews list too many improvement areas. • Focus on ONE key area for yearly improvement. • Agree on the area together. • Review progress in quarterly sessions.    👇 𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽𝘀 For 𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: 1. Make every 1x1 a coaching opportunity. 2. Consistently give feedback or praise. 3. Avoid canceling 1x1s – they're crucial. 4. Repeated mistakes may indicate a poor fit. 5. Link bonuses to both company and individual goals (50/50 split). Ditch the bureaucracy and transform performance management into a tool for real feedback and personal growth! 📈 _____ Enjoy this? Repost to your network and follow me Scot Chisholm for more! 📌  P.S. I'm writing about how to delegate like a pro this Friday to all my newsletter subscribers. Sign up here: scotchisholm.com  

Your primary role as a leader is to develop your team members. Providing regular, timely feedback is a necessary aspect of helping them reach their potential. But sometimes, feedback can unintentionally come across as criticism, making teams defensive rather than inspired. The difference lies in your approach. Where Leaders Go Wrong: 1) 🕛 Timing: Jumping on mistakes as they happen can make team members feel targeted. 2) 👥 Setting: Offering criticism in front of peers and in a public forum can embarrass and demoralize. 3) 🗣 Lack of Specificity: Vague feedback leaves team members confused about how to improve. Here’s how to ensure feedback is useful: 1) ⏸ Pause and Plan: Give yourself time to consider and frame the feedback. This allows you to approach the situation with a clear, constructive plan rather than a reactive comment. 2) 👨🏫 Choose the Right Setting: Feedback should be a private conversation, not a public spectacle. This creates a safe space for open dialogue. 3) 🎯 Be Specific and Actionable: Clearly articulate what needs improvement and offer specific, actionable steps to achieve this. Set benchmarks and measurements for growth and follow-up. This shows your commitment to their growth. 4) 🚩 Focus on the Behavior, Not the Person: Emphasize that the feedback is about actions and outcomes, not personal attributes. This encourages a growth mindset. 5) 🗣 Invite Dialogue: Feedback is a two-way street. Encourage your team members to share their perspectives, fostering a collaborative approach to improvement. Next time you have feedback to give, apply these 5 steps. You’ll find defensiveness shifts to receptivity and results. #feedback #growth #communication #leadership #executivecoaching

It's that time again. The dreaded annual performance review. Annual performance reviews are undeniably ineffective. (Yes, I’m an “HR person” putting a nail in the coffin of an activity that’s been our swan-song for eons….)    Survey after notable survey have reported that nearly every manager AND employee questioned believe that annual performance reviews weren’t effective or useful.    My friends, the traditional process is flawed.    Why?    First, the traditional review process focuses on the past rather than the future. This backward-looking conversation has shown to demotivate employees. (And, who really remembers what they did 11 months ago!? Raise your hand if you’ve reviewed your calendar from the past 12-months to remember what you did and accomplished? 🙋♀️)    So, how do you hold staff accountable while avoiding a cumbersome (and demoralizing) conversation?    Here’s the deal -    Employees prefer consistent, timely feedback to address roadblocks, receive recognition, and build a foundation of trust with their leaders. That’s why a less formal, more consistent approach to performance management benefits employee, team, and business success.    So, what should the process be?     1. 𝗠𝗼𝗻𝘁𝗵𝗹𝘆 𝗢𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲𝘀  These informal meetings serve as an opportunity to recognize employees for their hard work, assess roadblocks, and coach performance. Regular one-on-ones help managers evaluate results as they come, not months later. That way, you can correct ineffective processes before they become a habit.    2. 𝗤𝘂𝗮𝗿𝘁𝗲𝗿𝗹𝘆 𝗰𝗵𝗲𝗰𝗸-𝗶𝗻𝘀  Quarterly checks are a great supplement to your one-on-one opportunities. These can be more formal.    3. 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀, 𝘁𝘄𝗼-𝘄𝗮𝘆 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸  This enables both employees and managers to ask for feedback. Not only does this make employees feel like their opinions matter, but it gives managers the insight they need to improve the employee experience and grow as a leader. In addition, your employees will be more likely to accept feedback without hesitation when it goes both ways.    4. 𝗖𝗮𝗿𝗲𝗲𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀  Career development conversations help employees and managers align on the future. These conversations allow managers to recognize employee talent. When you show an employee that they are valued, you’ll be able to bring out their full potential.    The war for talent is real. It’s critical for leaders to establish a routine where expectations are clear, direct feedback is delivered real-time, and career development is actively supported.    How do you review your employees? And as an employee, how would you like to be reviewed?