Originally posted on October 16, 2012 on Recruiter.com.
Feedback? Get Some.
The things that drive change across an organization are myriad and can practically be recited in rote form, but one thing that slips to the bottom of the list (and sometimes gets left off altogether) is feedback.
There are good reasons for this as talent management, as a discipline, is growing accountable for more items almost daily and feedback, while a nice idea, can’t really be tied to anything measurable…. or can it? Here are four things that may change your mind about how powerful a strong feedback loop can be within your enterprise:
Internalize Organizational Values: Did you know that every time you provide feedback you can reinforce the organizational values of your company? You can, and it’s an excellent time to do so. Whether you are aligning employees achievements with organizational goals or surveying your workers for suggestions that fit into the values in your corporate motto, just the act of having those in the feedback loop (going both ways!) reinforces them more than them sitting in some dusty binder somewhere.
In order to get the most from your team, you must pay attention and regularly sit down with them individually, in order to understand their unique agendas, motivations, interests, and ambitions.