Despite how important feedback is for employees’ development, some managers don’t like to give it. That’s a problem, because when people aren’t getting feedback, they start to wonder why. They may think that as long as they aren’t creating problems for you, they’re doing OK. But employees need to know how they are performing, both the good and the bad. Otherwise they might just keep their heads down and stay out of your way — which won’t help them take risks or be proactive about solving problems. Employees who aren’t getting feedback may also worry that you think they can’t improve. Teams need psychological safety to be at their best, and in order to feel safe, people need to know their boss is invested in their success. Giving feedback shows that you are. Set high expectations for your team by regularly talking with people about where they can grow. The simple takeaway here? If you don’t give your employees much feedback, change your ways.
Adapted from “The Assumptions Employees Make When They Don’t Get Feedback,” by Deborah Grayson Riegel
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