Page 157 - Build a Culture of Employee Engagement with the Principles

128 Carrots and Sticks Don’t Work

Or, you might pick a feedback theme where for a given month
all feedback is focused on a particular area such as customer
service. Another approach is to give feedback in the area in
which the employee has taken the most pride or interest in
becoming exceptional. Instead of guessing, ask the employee
if there is a particular area in which he or she would like feed-
back; this will also make the employee feel respected.
8. Role model. Serve as a role model to your employees by
encouraging them to give you feedback. If it is not part of
your culture, you will need to introduce it by setting time
aside in a meeting and specifically requesting feedback. If
you ask for feedback and no one speaks, then ask for feed-
back in a specific area about which you know people have
particular concerns or interests. Also, you should meet with
employees one-on-one for their feedback, particularly those
who are more introverted and less likely to speak up in group
meetings.
9. Peer feedback. Just as in sports, feedback from one team
member to another can be especially powerful—even more
powerful than feedback from the coach. Getting team mem-
bers to provide one another with feedback is not going to hap-
pen naturally if it is not part of your culture. Consider speaking
with your team about the idea and get their thoughts. Sug-
gest bringing in a communications expert who can provide
feedback training. Make sure that employees know this is all
about supporting one another and not about criticizing fellow
team members. If you see any team members giving abusive
feedback, you must deal with it immediately.
10. Feedback Friday. Every Friday, meet for a few minutes
with each of your team members individually. During this
time give employees any feedback that you may not have had