How can AI help you give better feedback?

LEADER’S LENS

Good morning! New email address, same Leader’s Lens here.

Lately I’ve been exploring how AI can help leader’s be more effective in their roles.

Leadership is a stressful role, but the right tools for the job is what separates pros from the novices—especially when it comes to giving feedback.

Why should you care about giving feedback?

1. Transferred Ownership of Professional Development: Feedback empowers employees to take charge of their professional development. By providing a structured way for employees to request feedback, they become drivers of their own development. This approach creates a workforce of empowered employees and reduces the pressure on HR to constantly initiate the development process​​.

2. Increased Employee Engagement: A strong correlation exists between feedback exchange and employee engagement. Regular feedback helps quickly resolve issues, increases knowledge sharing, and enables more frequent recognition of team and individual successes. A survey found that 72% of employees ranked recognition as having the greatest impact on engagement​​.

3. Preference for Regular Feedback: According to PwC, nearly 60% of employees desire feedback on a daily or weekly basis, a number that rises to 72% among employees under 30. Implementing an employee-driven feedback culture, supported by coaching and additional training, can facilitate the exchange of feedback within the organization​​.

But still, leaders struggle.

1. Avoidance of Negative Feedback: Some managers avoid giving negative feedback altogether, or use the "sandwich" method, where negative feedback is cushioned between positive comments. This can dilute the impact of the feedback, leading to confusion about the seriousness of the issues addressed​​.

2. Playing Armchair Psychologist: Managers sometimes make assumptions about the reasons behind an employee's behavior, which can lead to discomfort or resentment from the employee. It's important for managers to ask and understand rather than assume​​.

3. Fear of Negative Reactions: Many leaders worry that their feedback might lead to arguments or resentment, potentially damaging their relationship with the team member. This concern may lead them to delay giving necessary feedback or to sugarcoat it, compromising clarity​​.

Sound familiar?

That’s why I partnered with Dana at Grateful Culture to create you a guide on using AI to give effective feedback.

In 10 minutes you will learn to give direct and specific feedback that connects with your team, creates change, and provides clarity around steps needed to move forward.

This is a big deal!

If you have questions, just reply to this email.

I’ll be back next week continuing our series on managing conflict in the office.

What is ONE topic you’d like me to write about before 2024? 🤔

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