The Magical Feedback Trick Ivy League Experts Swear By

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Perhaps you're not technically a certified "teacher" but teaching is, in fact, a critical part of managing your teams. Your first list of priorities must include being able to instruct and guide employees. This is especially obvious when you know that 65% of employees say they want more employee feedback from their managers.

But getting feedback exactly right has been Mission: Impossible for most managers… until now. A study by experts at Columbia, Yale and Stanford has shown that there are three key things employee feedback should do in order to be truly effective. It should: connect with the employee, emphasize the employee’s belonging in the group and recognize the high standards that you set.

Part One: Connect
The first thing your feedback should do is express your care for or investment in the macedonia phone number resource employee’s well-being: personally, and at the company. The connection aspect is important because only 44% of employees believe that their employer cares about their well-being, and 31% of employees believe the employers only care about profits.

This part of your feedback could look like this: I’m giving you this feedback because I want you to succeed here. It’s that simple.

However, showing you care shouldn’t be restricted to when you’re giving employee feedback. In order to be a better leader, you should show care in everything you do. Here are some tips:

Get to know them. Your employees shouldn’t just feel like another pair of hands around the office. Find out what their interests and beliefs are, where they’re from, who their family is, etc.
Don’t be “the boss” all the time. Let employees find their own way when they can, and don’t act like you’re better or smarter than they are.
Back them up. When a customer is being obnoxious or rude, side with your employees whenever possible. It will make them feel like they’re a part of your team and they can rely on you to have their back.