Improve Leadership Training Programs with Manager Feedback

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Manager Feedback

360-degree feedback can bring up a whole host of areas for improvement and goals to be worked towards. Developing based on feedback is important for anyone, regardless of position, experience level or objectives: managers are no exception.

Today major companies don’t simply want people who will listen and carry out: they want creative thinkers who will come up with innovative ideas and solutions. As a result, rather than giving orders, managers must find ways to foster this creativity. This means companies want:

  • Less micromanaging and more autonomy
  • Faster development of new skills
  • Higher employee retention

We explain how the feedback managers receive can establish specific leadership training plans to help improve skills, performance and daily practices to make sure this can all be achieved, and both teams and managers can function in the best way possible, helping both inexperienced or first-time managers and those just looking to take their leadership skills to the next level to improve how they lead their team in this ever-changing modern work environment.

Upward Feedback & where to go with it

Gaining feedback on daily practices, performance and skill sets can be an incredibly useful process. 360-feedback encompasses upward feedback from your team members, helping you to gain perspective from those who work closely with you. Hearing the views of those who work with you every day and have an acute awareness of your leadership style is a great chance to take a step back and re-evaluate. But, of course, once the feedback has been given, the process doesn’t end there. Using feedback for leadership training means that managers are able to work on the specific things that would improve both their leadership qualities and general interactions with their team on both a daily and a long-term basis.

Keep your team!

It’s often said that people don’t quit their jobs, they quit their bosses. If there are multiple issues within a work environment but people generally like their manager, and are satisfied with how they’re being led, they’re less likely to leave their position. Ensuring that managers are not only listening to but acting on the feedback which they receive from their team makes it clear that the team’s views are valued, and means that managers will be able to use the feedback given to communicate with and work more effectively with their team. Managers will be on the road to improvement, and team members will feel both valued and more satisfied, be less likely to leave their position and begin to work more effectively with their managers.

Engagement & Team spirit

After the leadership training has taken place, it’s likely that team morale will increase, communication will improve and employee engagement will be on the rise. It’s not just managers that will improve from leadership training either. Research from the Journal of Business Strategies found that leaders who were able to impact the long-term cohesion of their teams could account for more than 25% of the team’s overall performance. Effective leaders will keep their team communicating well and keep engagement levels up by giving them useful and motivating feedback, and making the organization a positive and impactful place to work.

Using a performance management tool such as a feedback app  has never made it easier for managers to develop. Feedback comes in the form of both real-time updates and reviews where questions can be tailored to find out exactly what skills or traits can be improved. Once feedback is received, it’s collated into an automatic report identifying exactly which skills and practices require focus.

Now it’s time for improvement: continuous feedback that carries on long after the review process gives team members the opportunity to continue the conversation and provide real-time feedback on their manager’s ongoing development. Based on feedback, the best training programs can be devised to develop managers’ skills. Just like your employees, offering regular trainings on key skills will keep managers engaged, motivated to improve their strategies and at the top of their management game!

Summary:

  • Using upward feedback for manager training means team members know their input is valued
  • Successful leaders interact with employees in a way that significantly increases employee engagement and performance
  • Employees communicate better as a team as a result of more effective management
  • Good leadership training based on team feedback will lowers turnover rates

A version of this post was first published on Impraise. 

Photo Credit: Marc_Slavin Flickr via Compfight cc

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Matias Rodsevich

Matias Rodsevich

Matias works in Communications at Impraise , a web-based and mobile solution for actionable, timely feedback at work. It turns tedious annual performance reviews into an easy process by enabling users to give and receive valuable feedback in real-time and when it’s most helpful. With Impraise, employees can better analyze their strengths and learning opportunities, track their progress and pursue their personal and professional goals all year long. Based in San Francisco and Amsterdam Impraise is working with clients like Booking.com, Flipboard, Indeed.com and many more.

1 Comment

  1. Before I go on I want to state categorically that when it comes to improving the workplace, morale and employee performance (i.e. increasing Employee Engagement levels) a 360° Feedback initiative is exponentially better than doing nothing, sweeping issues under the rug and just hoping things get better.

    With that said however, the main issues and concerns I see with 360° Feedback as it pertains to today’s workforce (who expect real-time, employee driven initiatives) are;

    • Point-In-Time Information

    Like other data collection activities (such as the dreaded annual employee survey) the information gathered is usually static for a period of at least another year. Those invited to provide feedback on an employee effectively get one shot to give their evaluation and opinions. Let’s hope they weren’t having a bad day when they took the survey!

    • Opinionated Information

    The feedback generally focuses on negative traits and can be influenced by;

    – Personal association and rapport with the employee being evaluated
    – Recent events such as a project gone bad, coworkers leaving/fired, etc…
    – One’s own desire to climb the corporate ladder

    In particular, if an employee has a beef or poor relationship with their boss or co-worker they may purposely try to skew results and provide overly negative comments.

    • Too Little Information

    Because the process is anonymous by design (and there are no specific follow-up actions), it is difficult for the recipient to get clarification or further information on subjective feedback that is unclear or ambiguous.

    • Too Much Information

    Subjective commentary from various angles can be very difficult to collate and even more difficult to group into actionable outcomes and solutions. Employees and managers may feel overwhelmed with the disparate nature of the feedback and actually become despondent due to not knowing where to and how to focus their efforts.

    • What to do with the Information

    Many people are overwhelmed when they get their results and sit down to discuss with their manager or administrator of the initiative. Very few have the tools or training to analyze the data and put together a specific plan to address the needs and measure progress over time.

    Again, I wish to reiterate that a 360° Feedback initiative is so much better than doing nothing….but there are better, real-time solutions that will actually make a difference in your organization.

    (A version of this commentary was first published HERE) https://uploads.disquscdn.com/images/c993f570b25c935b07b154856297e69cfeb15b9f9fe72b5fe68b485f7d695fc4.jpg

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