As managers, we need to stop withholding improvement feedback from our team members. It’s a selfish thing to do. Here’s why…
Giving feedback is usually difficult and uncomfortable, but it’s critical for the growth of the person and the team.
When we avoid sharing feedback, we’re selfishly prioritising our short-term comfort over another person’s long term growth. We’re leading with short-sighted friendliness, not with kindness.
The answer isn’t harsh criticism. It’s kind and direct clarity about how their behaviours are holding them or the team back. And offering guidance, support and time to address the gap. Then letting them decide how to respond.
That’s both the kind and productive thing to do.
One question for you
Think of a team member you’ve been holding back from sharing critical feedback with. How can you phrase the feedback, so that it comes across as kind and clear advice that is focussed on their growth?
Where to next?
- Read our article on the power of clarity or 10 tips for creating clarity
- Learn about giving caring and direct feedback using Kim Scott’s radical candour model (or watch a video)
- Follow us on LinkedIn or join our mailing list for regular updates like this
