Even for those who are self-employed, everything in life is team work, am I right or what? When you’re working with others, at some point giving or receiving a quick progress report is a good thing and usually appreciated. There is an art to giving feedback and if you want to reach and sustain a high level of productivity, to say nothing of preserving important relationships both business and personal, you may be interested in the recommendations that guide the process of giving effect feedback offered by Gwen Moran, author of The Complete Idiot’s Guide to Business Plans (2010).
When you are in the position to assess the quality of the project work, you have an obligation to speak up should you discover that something is amiss or the work is behind schedule. Feedback should be instructive, timely and accepted as a normal part of management’s responsibilities. Especially if assistance is needed, it is important that the feedback is delivered in a way that is affirming of the worker, does not denigrate his/her skills or intelligence and effectively promotes appropriate actions. Waiting to address insufficient work in a performance review is ineffective—-too late to help the worker understand and quickly make modifications that will produce what is expected.
Responses to feedback are individual and sometimes unpredictable. The less secure are prone to becoming defensive and occasionally, combative. A diplomatic approach is recommended, so that feelings are not hurt. Nevertheless, the manager or project overseer must alert workers whose performance is sub par and the sooner the better.
To promote a positive team spirit and sense of inclusion, it will be helpful to allow team members who are not performing well to “save face” and if that means you, the project overseer or department manager, must blame yourself because mistakes have been made, then so be it. Avoid being labeled as either unsupportive and harsh, or a micromanager.
If ad hoc feedback is not bringing about the desired improvements, then invite into a meeting all who are working on the project. Explain how the project is critical to the achievement of interdependent company objectives and goals and why it is imperative that the work must be done in a certain way and completed within a certain time frame. Team members will be able to ask questions in a nonjudgmental environment that will clear up misinterpretations and help them to understand the purpose of the project and their value as professionals.
Strive to communicate positive observations about the team members’ work, because feedback is always necessary. Do not fall into the habit of speaking up only when there is something negative to say. Thanks and encouragement go a long way in motivating enthusiasm and excellent quality work. Feedback contributes to the development of cohesive and high-performing teams. It is the responsibility of those in management positions to promote and support this outcome.
Thanks for reading,
Photograph courtesy of the New York Public Library Vandamm Theatrical Photographs Collection 1900 – 1957