As people incorporate changes into their routines, let them know what they are doing well and what needs improvement as they go. Feedback provides reinforcement of the change and also the opportunity for course correction.
When we hear the word “feedback,” we typically think of difficult one-on-one conversations telling people their “opportunities for improvement.” While that is one form of feedback, consider these other ways to let people know how they are doing:
- Audio or visual cues indicating a task has been performed correctly or incorrectly
- Data, charts, test results or other information that indicate progress
- Employee surveys or other anonymous feedback tools
The people who need the most feedback during change are leaders. Since it is typically daunting to provide leaders with feedback, they are also least likely to actually receive feedback. In your role as a change agent, it is imperative to find a way to tell leaders what they are doing to hinder the change effort, and not to forget to let them know what they are doing right. If you don’t tell them, how else will they know?
Who might need feedback?
Read more of the 99 Ways to Influence Change.
Other favorite feedback posts:
- Feedback lessons from American Idol
- How to Deal With a Clueless Boss
- Employee Feedback with The Suggestion Guru (radio show)
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