Instead of looking for an excuse when giving feedback, try to relax, and appreciate that feedback is coming from a positive place.

Appreciate - As well as effectively giving feedback, you must also learn how to accept feedback. Feedback without an action that could be taken is useless. Actionable -Your feedback should always have a potential action. You can always turn a traditionally negative comment into a positive one by being careful with your words. You should never be giving feedback based on frustration or hate. Aim to Assist -Your feedback should always be driven by a positive purpose. The Four AsĮrin Meyer (authors) recommends implementing the 4As to improve the feedback utilized by your team. Plus, make sure the floor is open to all team members to comment on the team’s current state. If you talk about outcomes, do not link them to raises or promotions. Therefore, sit your teams in a circle and avoid anonymity and numeric ratings. Performance reviews are for leaders, while a circle of feedback is for all employees. This is not the same as performance reviews, as these sessions do not encourage people to be candid. Every six to twelve months, they ensured all employees took part in a circle of feedback. A Circle of Feedback - Netflix also introduced the concept of a circle of feedback, which was their dedicated sessions for feedback.

“If you have a team of five stunning employees and two adequate ones, the adequate ones will sap managers’ energy, so they have less time for the top performers, reduce the quality of group discussions, lowering the team’s overall IQ, force others to develop ways to work around them, reducing efficiency, drive staff who seek excellence to quit, and show the team you accept mediocrity, thus multiplying the problem.” – REED HASTINGS No decision-making approval is required, release more control. Strengthen Talent Density by Pay Top of Market.Į. When you tell people you trust them, they’ll show you how trustworthy they are.”– REED HASTINGSĭ. “Many employees will respond to their new freedom by spending less than they would in a system with rules. Go ahead and remove all kinds of Controls - Like Leave Policy, Travel and Expense Reimbursement Approval mechanism. Then Increase the Candor - Encourage your team to say what they think with a Positive Intent.Ĭ. “Once you have high talent density in the workplace and have eliminated less-than-great performers, you’re ready to introduce a culture of candor.' – REED HASTINGSī. Increase Talent Density - A Great Workplace is Stunning Colleagues

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