The myth explored in Chapter 13 of Reconnecting Workspaces is that feedback and performance conversations happen only once a year. Key to performance in any workspace is that we have ongoing feedback cycles. Especially during times of change, incremental change is important.
One of the main challenges with providing feedback to individuals in a hybrid work environment is that we don’t often see them in action. It’s important that feedback is based on observable behaviors, so what you doing to build in moments to see people in action? Whether it’s virtual co-working sessions, job shadowing, or getting people on the team to take a visible lead, creating opportunities for ongoing dialogue around performance can be a big shift in organizations which only viewed feedback as a one-off exercise.
In addition to creating more opportunities to see work in action, how are you also getting clearer on how work outputs are viewed and focused on? A shift to more end results is an important way to work as well.
A third layer which has shifted in the remote and hybrid space is an acknowledgment that coaching can play a key role in enhanced performance. The role of leader in many instances has shifted to thought partner, away from “omnipotent expert”. When we can’t see our staff, it’s even more critical that we empower them to make the decisions they are experts on. This is continuing to lead to significant shifts in the way leaders lead and employees are supported across organizations.
What do you notice about what’s working well with your feedback and performance management culture?
Happy Thursday,
Jennifer
One of the main challenges with providing feedback to individuals in a hybrid work environment is that we don’t often see them in action. It’s important that feedback is based on observable behaviors, so what you doing to build in moments to see people in action? Whether it’s virtual co-working sessions, job shadowing, or getting people on the team to take a visible lead, creating opportunities for ongoing dialogue around performance can be a big shift in organizations which only viewed feedback as a one-off exercise.
In addition to creating more opportunities to see work in action, how are you also getting clearer on how work outputs are viewed and focused on? A shift to more end results is an important way to work as well.
A third layer which has shifted in the remote and hybrid space is an acknowledgment that coaching can play a key role in enhanced performance. The role of leader in many instances has shifted to thought partner, away from “omnipotent expert”. When we can’t see our staff, it’s even more critical that we empower them to make the decisions they are experts on. This is continuing to lead to significant shifts in the way leaders lead and employees are supported across organizations.
What do you notice about what’s working well with your feedback and performance management culture?
Happy Thursday,
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
Check out my TEDx talk
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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