Let me ask you this: If you were a pilot, would you only check your instruments once a year? Of course not! Your passengers’ safety depends on your constant vigilance and responsiveness to the plane’s needs. So why treat your team any differently? The importance of constant feedback cannot be overstated. Regular, constructive feedback is the fuel that keeps your team soaring high.
As someone who has navigated the challenging waters of the tech industry, rising to the role of Chief Technology Officer, I can attest to the transformative power of consistent feedback. This isn’t just a management technique—it’s a leadership imperative.
The Consequences of Silence
Ignoring the need for regular feedback is like letting your garden grow wild. Unattended plants can wither and die, while weeds can choke the life out of healthy growth. Similarly, employees left unchecked may feel neglected and underappreciated, and eventually, they’ll walk out that door with respect in tatters.
In my early career, I experienced firsthand the impact of a silent leadership style. When feedback is sparse, uncertainty prevails. Employees are left guessing about their performance and direction. This uncertainty breeds anxiety, lowers morale, and stifles innovation. Leadership silence can be interpreted as indifference, leading to disengagement and attrition.
The Benefits of Speaking Up
Improved Performance
Regular feedback helps employees understand their strengths and areas for improvement in real time, not months later when it’s too late. It’s like course-correcting a ship: small adjustments made consistently can prevent a massive deviation from the intended path. For instance, a software engineer receiving timely feedback can refine their coding practices, ultimately leading to a more robust and efficient product.
Increased Morale
People crave acknowledgment. A pat on the back here, a little nudge there, and you’ll see a more engaged, happier workforce. Positive reinforcement can ignite a spark of enthusiasm and creativity. As a leader, recognizing an employee’s hard work can be the difference between a job done well and a job done with passion and commitment.
Loyalty and Respect
Consistent feedback shows that you care. It builds trust and loyalty, making your team more likely to follow your lead. Employees who feel valued and heard are more likely to invest in their roles and the organization’s mission. This loyalty translates into reduced turnover and a stronger, more cohesive team.
My Journey: From Feedback Receiver to Feedback Advocate
Feedback played a pivotal role in my journey from an immigrant learning English to becoming a CIO and then a CTO. Early in my career, I was fortunate to have mentors who provided candid and constructive feedback. They helped me navigate the complexities of the tech world, build my confidence, and hone my skills. Their feedback was a lifeline, guiding me through challenges and helping me seize opportunities. As I grew into leadership roles, I made it a point to emulate these mentors. I realized that feedback is not just about correcting mistakes; it’s about nurturing potential and fostering growth. I’ve seen talented individuals flourish when given the right guidance and support. This has been a cornerstone of my leadership philosophy and a driving force behind the success of the teams I’ve led.
“Withholding feedback is choosing comfort over growth.”
– Adam Grant
Moving Forward: A Call to Action
So, leaders, it’s time to ditch the once-a-year feedback model. Step up, speak out, and watch your team—and your leadership—thrive. Here are some practical steps to integrate regular feedback into your leadership routine:
- Schedule Regular Check-Ins: Make feedback a regular part of your interactions, not just during formal reviews. Weekly or bi-weekly check-ins can provide a consistent platform for discussing progress, addressing concerns, and setting goals. These sessions don’t have to be lengthy or formal. Even a brief 15-minute meeting can make a significant difference.
- Be Specific and Actionable: General praise is good but specific, actionable feedback is better. Highlight what was done well and offer concrete suggestions for improvement. This feedback helps employees understand exactly what behaviors or actions to continue and what to adjust. Instead of only saying, “Great job on the report,” you could say, “Your report was thorough and well-organized, especially the section where you analyzed the market trends. Next time, try to include more visual data representations to make it even more engaging for the readers.”
- Create a Safe Environment: I’ve noticed that this part makes many people uncomfortable. I highly recommend you start by encouraging open dialogue. Make it clear that feedback is a two-way street, and be receptive to input from your team. Building a culture of trust where team members feel safe to express their thoughts and concerns is crucial for effective communication. Here is a piece I wrote a while back that is relevant today.
- Recognize and Celebrate Wins: Don’t wait for major milestones to celebrate. Acknowledge small victories and efforts regularly. Celebrating these moments can boost morale and reinforce positive behaviors.
- Provide Resources for Growth: Based on your feedback, offer training, mentorship, and development opportunities. Helping employees grow and develop their skills benefits them and enhances your team’s overall capability. For Example, after providing feedback on presentation skills to a team member, I recommended a public speaking workshop and shared the website with Toastmasters so they could look into membership benefits.
Always remember that leadership is not about wielding authority but about nurturing and guiding your team toward shared goals. Feedback is a powerful tool in this process. The compass helps your team navigate their journey, ensuring they stay on course and reach their destination successfully.
As a senior leader, I’ve witnessed the profound impact of consistent, meaningful feedback on an organization. It’s not merely about performance metrics or quarterly reviews; it’s about creating a culture where everyone feels valued, heard, and empowered to grow. Today, I challenge you to commit to reflecting on your current practices, conducting regular check-ins, celebrating progress, and inventing in their development.
Leadership is an ongoing journey of learning, adapting, and growing. By prioritizing regular, constructive feedback, you’re enhancing your team’s performance and evolving as a leader. This commitment to continuous improvement will set you apart and pave the way for sustained success.
