Your managers are not giving their employees feedback – here’s why
→ It might be disconcerting to some.
→ It might even seem like a managerial shortcoming to others.
And that’s alright. Perceive it as you wish.
→ But I bring this up for a reason.
Feedback is THE single most crucial element in professional growth for me.
→ Micromanagement is not.
Don’t misunderstand:
→ Micromanagement has its place.
→ It helps in certain situations.
→ But micromanagement can stifle rather than nurture.
Beyond routine tasks and basic expectations, feedback is an enabler.
So I choose to use it to amplify the skills and talents that I find most important.
→ I don’t choose to scrutinize every detail of a project
→ But I’ll invest time in constructive feedback sessions
→ I don’t choose to dictate every step of a process
→ But I’ll encourage autonomy and offer guidance when needed
The thing is:
→ It’s your leadership style.
→ It’s not my place to tell you how to manage.
But since employee development is most important to me, if I have the means to amplify their professional experience,
THAT’s what I’ll choose to focus MORE managerial efforts on.
→ A constructive feedback session is a great example.
→ I could have provided generic comments in half the time.
But since I had the means, why not make the feedback that much more impactful for long-term professional growth?
- If I can afford to recognize an AMAZING effort that will motivate for years?
- I’m gonna acknowledge it.
- If I can create a work environment that fosters growth and creativity?
- I’m gonna invest in it.
And let’s get something straight:
→ I manage teams with precision.
→ I’m keenly aware of project timelines.
→ I’m aware of my team’s strengths and weaknesses and guide accordingly.
But when it goes beyond that? If I have more?
I’m spending it on empowering my team and the enhancement of a work culture I already value.
That’s what effective leadership is all about.
PS: Transform your employees into high-performing assets.
DM Me “GROWTH” for a consultation call.