How to Give Effective Feedback as a New Manager

Graphic image shows the opposite of How to Give Effective Feedback as a New Manager

How to Give Effective Feedback as a New Manager
Giving effective feedback is a manager’s most useful tool in shaping performance and developing the team.  But don’t use the graphic above as an example.  The illustration, rather than showing how to give effective feedback as a new manager, is more an example of what NOT to do.

Five Components of Effective Feedback
If you want to know how to give effective feedback as a new manager, we recommend you start with the basics.  Overall, helpful employee feedback contains at least five components by:

  1. Demonstrating a genuine intent to support the employee’s success
  2. Encouraging the right behaviors
  3. Informing how to improve with specifics
  4. Creating a two-way discussion
  5. Having a clear purpose and benefit for the individual and the team

 

1. Demonstrating a Genuine Intent to Support the Employee’s Success
As a new manager especially, examine the intent of your feedback.  If the true intent of your feedback is to defend your own behavior, confirm your authority or to appease a third party, you are probably giving feedback for the wrong reasons.  If on the other hand, the purpose of your feedback is to help your employee reach their potential and succeed, you are probably doing the right thing for the right reasons.

When you are genuinely interested in developing your team member, they will be far more committed to listening and making an active effort to improve.  With the right intent, employee feedback does not always need to be positive.  Sometimes, negative behavior needs to be pointed out in order to make changes that are needed to be successful.

2. Encouraging the Right Behaviors
Make sure you work toward improving the behaviors that matter most…the ones that align with the business strategy and desired company culture.  If your strategy, for example, is to improve customer loyalty, focus on the performance and behaviors related to positive customer interactions…listening well, checking for accurate understanding, helping to solve customer problems, etc.

3. Informing How to Improve With Specifics
General comments like “you’re doing great” or “that did not go well” have little value in changing behavior or improving performance.  You need to call out a specific behavior and then cite examples of how it could have been handled differently and better.  Perhaps your team member was so concerned about asking the second question that they failed to listen to the answer of the first.  They may need to slow their pace, learn to really listen, and then carry the conversation forward from there.

4. Creating a Two-Way Discussion
Effective managers model the kind of open discussions you want with your team members by being sure to invite their input and suggestions on how to improve.  Starting off with a few questions to understand their perspective can set the stage for a two-way dialogue.  Often, when given the chance, employees can critique their performance quite correctly and will have good ideas on how they can practice and improve.

5. Having a Clear Purpose and Benefit for the Individual and the Team
Make sure your employees understand exactly how the improved performance will benefit both themselves and the team.  Better customer facing skills, for instance, will result in happier clients, fewer complaints and better business.  When you link the performance to beneficial impacts, the feedback is much more likely to be internalized and acted upon.

The Bottom Line
As a manager, you are responsible for creating the environment to get the most from your team.  Use constructive feedback to encourage the behaviors you want and to discourage the behaviors that go against your strategy and your culture.  The more you do it, the better the odds that your team will focus on their ability to change and grow.

To learn more about how to give effective feedback as a new manager, download 8 Reasons Why Leaders Need 360 Feedback

Comments are closed.

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More