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Did you really mean that?

With the discussions on labor shortages and emphasis on employees finding meaning in their work, it’s more important than ever that managers provide meaningful feedback on performance. When is the last time you sat down with your employees and provided feedback that served a purpose?

We’ve all heard that employees leave managers, not jobs. So, what are we doing about it? If your staff believe you’re invested in their career, they’re a lot more likely to open up to you and work with you toward success. If they don’t think you know/understand them, they’re more likely to be unproductive and/or leave. Have you talked with them about what you see as their role within the organization? Do they know how you feel about their performance at any given time?

We all have a lot on our plates and it’s easy to take our staff for granted when they’re performing. But we can’t afford to take anything for granted these days, whether it’s good performance or bad. We need to make sure those performing well know that we know it! And that they’re appreciated! Those who are underperforming should also be aware and we should be doing what we can to turn that around or help them find something for which they’re better suited.

A recent Gallup poll noted that 80% of employees who say they’ve received meaningful feedback are fully engaged. This is not a business-as-usual market. We must talk with our staff, we must understand their goals and help them move forward, and we must work with them when there are problems.

Not only is having meaningful conversations with staff about their careers a good thing to do for business, but it’s also the right thing to do. Get to know your staff, their goals, their strengths and weaknesses so you can provide meaningful feedback. You’ll discover a more engaged, productive workforce!

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