Just yesterday, I said that most employee feedback is framed as a critique rather than an opportunity to improve a business outcome.
But, if feedback was reframed, this one shift has the power to radically enhance performance and turn conversations into growth moments.
Our deepest urge as humans is to feel that we matter, to feel that our life has some value. And, people who feel valued are more engaged and put in greater discretionary effort.
Simply, people who feel valued are more productive. Conversely, people who don’t feel valued, rarely make a valuable contribution.
When people feel they matter, that they are valued, when they feel included and part of the team, then they experience greater well-being. And, people experiencing greater well-being are more agile, they make better decisions, they collaborate more effectively, are more creative and they provide far better customer service.
Unfortunately, most leadership practice today fails to cultivate this environment.
Most leaders fear that giving people autonomy and trust, will come at the expense of performance but this is empirically incorrect – treating people well and investing in them has been proven to lift organisational performance metrics – it is a competitive advantage!
Great article here which every leader should read
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