According to recent Leadership IQ study, 67% of employees say they get too little positive feedback from their boss. And 51% say they get too little constructive criticism from their boss.

But as bad as those numbers are, they actually get worse: 53% of employees say that when their boss actually does praise excellent performance, the feedback does not provide enough useful information to help them repeat it. And 65% of employees say that when their boss criticizes poor performance, they don’t provide enough useful information to help employees correct the issue.

via leadershipiq.com

 

by joiseyshowaa - Flickr - Bangladesh, Flickr

Communication... From Deb: One of my mantras - so many staffers do not get the feedback they need to develop.  MOST in fact.  Note the three areas of coaching (one way to divide it up.)  #3 is usually woefully under-deployed by managers, esp. when needed to stay competitive and to grow.

1) recognition feedback is the easiest to give, and is the one most often neglected - to the detriment of building on success.  For reference, see the DVD: The Practical Coach II for a helpful demo here.

2) Improvement / critiquing feedback also needed - in key areas - and expected if the positive feedback is to be balanced and believed. 5 to 1 ratio of positive to neg/critiquing is healthy - trust building based on Positive Organizational Scholarship data.

3) Development oriented feedback is the one (growing/learning/new skills) is the one in which managers have the least skill. It is needed to help staff/teams grow and stay current - professional development.

Reference: The Leadershp teleconference advertises techniques to give praise and criticism that immediately improves poor performance and reinforces great performance.  Use link above in the mini-post to access it.