By Elyse Jarard, Faculty, Chief Mindset Strategist
Feedback has been something I abhor, in any form, unless it is absolutely positive. I know this is unhealthy, but I also know that I'm not alone. Work experiences in the past have given me much joy, but also much angst in part because feedback was never given well.
This seems to be one of the hardest things to figure out for managers (including myself), AND it can transform a workplace, relationship, and engagement depending on how good you are at it.
A recent Gallup poll found that only 10.4% of employees who received negative feedback from their manager are engaged and 4 out of 5 of those say they are actively looking for other employment.
Even in relationships, regardless of whether they are personal or professional, giving feedback can cause tension or create trust, so learning HOW to communicate unmet expectations are important bridge-building skills for anyone, especially leaders.
It is critical...
We have all seen it, and if we are lucky, you have experienced it first hand: an amazing work place where employees are engaged, fulfilled, feel valued and emotionally safe; where everyone is working toward a common goal. It's like a boat with all the oars rowing at the same pace, in the same direction.
What is the secret to creating an organization like this? On the outside, it seems as though its a generational thing, or that someone in the company simply tapped into a way to have fun at work, like adding ping pong tables. But, the desired result is much more involved and more importantly, intentional.
We call this being a "Talent Magnet" TM. Everyone wants to work for you. How do you create such an atmosphere?
It takes 3 pillars: Leadership, culture and planning.
Never be fooled by the sense of ease of the "Best Place To Work" winners. They have planned out very purposefully how they want their workplace...