We all get that people want more feedback. The high performers want it. The low performers need it. Your people may even have gone to training to get them started. But their habits are not changing. You are not seeing the traction you would like. In your team or your organisation. Netflix and Bridgewater are examples of organisations that have a dogged focus on feedback. It’s no surprise they are now leading success in their fields.
There are a few reasons why feedback cultures don’t stick and become part of everyday habits;
Training doesn’t transform. It’s a start but that’s all it is. We spend a lot of time and investment growing people’s skills to give and receive feedback. But without intentional post training support the return on investment is unrealised.
Performance reviews are a process not the focus. Performance reviews only happen once or twice a year. If we save up these feedback conversations for then it will cause more harm than good. They are not the focus for a feedback culture. They should be a system to confirm how someone is going, based on many little conversations throughout the year.
Our leaders are not walking the talk. There is so much pressure on our leaders to be the all knowing all seeing experts in everything. It’s a big gig. So understanding what role they want and need to play to create a culture is important. It’s an invitation not an assumption.
If you don’t know where to start, or you have and need some direction about ‘what next’, then a one off session with me could be a great next step. We will spend 2.5 content rich hours focusing on what your team or organisation can do to change the way you work and think together.
Contact firstname.lastname@example.org if this sounds like something you or your team want to organise. The cost is $3,500+GST.