Are you getting enough feedback to develop your employees?


As a manager, how do you get feedback on whether employees are developing, are happy in their roles and do not have conflicts simmering? And how do you ensure that the goals and expectations you set are not inconsistent or unreasonable? Last but not least, how will you do all this without continuous feedback?


How feedback can develop your employees

Implementing feedback in your team or organisation is mainly about knowing what the situation actually is. Feedback makes it clear to everyone in the team what they are supposed to be doing, how they are progressing and how their role contributes to success - which is impossible to know without feedback. If you don't get feedback on how employees are feeling or what challenges they're facing, it's also impossible for you to help them develop.


A significant benefit of feedback is that you will have an improved dialogue with your employees. You can clearly see what is working for each individual and whether there are things you can improve. In fact 94% of employees say they would stay at their current company if their manager invested in their development. Without feedback, employees' skills and competencies risk being wasted.


Download the guide: Giving feedback


Without reflection, no feedback

Feedback is also valuable for employees. A study shows that 43% of highly engaged employees receive feedback at least once a week. But even if you know that constructive feedback is an excellent tool for developing employees, the question remains: what should you actually give feedback on?


The point is that individual reflection is a must for constructive feedback. When you let employees reflect on their own situation, achievements and challenges, you get to know what the current situation actually is. It's also effective because you catch any shifts in focus and challenges early on. And you avoid guessing how employees are feeling and worrying about the wrong things.


Reflection exceeds predetermined questionnaires

Today, many organisations use generic questions for feedback - for example, the annual employee survey. These questions are often predetermined by managers or HR and may not take into account the specific challenges faced by each team or individual. A better solution then is to go to the heart of the matter and let employees reflect on their roles and their own development.


Saying A but doing B

We've all sat in a meeting at some point, nodded, and said we understand what needs to be done. Only to return to the desk or workstation and have no idea what is expected of us. Both as an individual and as an organisation, it is easy to run in the wrong direction - to say A but do B.


The improved dialogue that follows feedback and reflection allows you as a manager to do something about the problem and avoid guessing whether everyone is on the right track. This is particularly important as more and more employees work remotely. Lack of communication leads to misunderstandings, resulting in energy and productivity being spent on the wrong things. And with important deadlines to meet, and goals to achieve, it's important that you as a manager are on top of things.


Own feedback on the purchase

Sometimes it feels a bit lonely to be a manager. Many people think that those who become managers should somehow magically be perfect in their roles. But that's not true at all - even leaders want to evolve. You'll also have days when you're unsure of yourself, encounter challenges or feel that the people in your team aren't as engaged as usual.


When you let your employees reflect, you get feedback too. This is because you indirectly confirm (or deny) whether all employees are heading in the right direction. It's not about giving or receiving criticism, it's about you as a leader being confident that all employees are working towards the same goals. And did you know that managers who receive feedback on their strengths boast an 8.9% improvement in profitability?


Develop your employees with the help of Rolf

Wanted employees want feedback and have their voices heard. And good managers contribute to their employees' development by listening and ensuring that everyone contributes in the best way possible. That's why feedback is extremely valuable for forward-thinking, committed and driven managers who want to become better leaders.


With the help of Rolf's reflection log you know for sure that your employees' own thoughts are going in the direction you and your company want. You can post specific questions in the app related to everything from challenges and development potential to leadership and success factors. By allowing employees to reflect for 15 minutes each working week, you'll get feedback on the state of wellbeing and purpose in your team. Because as you well know employees who reflect every week perform 23% better than those who don't?


Read more: GITAB reduced absenteeism and staff turnover with the help of Rolf