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close this bookHundred Tips for a Better Management (Aga Khan Foundation, 1993, 70 p.)
close this folderGiving feedback
View the document77. Try coaching63
View the document78. Maintain control through management tools64
View the document79. Provide feedback to staff65
View the document80. Make feedback valuable66
View the document81. Don't confuse feedback with evaluation67
View the document82. How to ask for feedback68

82. How to ask for feedback68

Staff are usually reluctant to provide any feedback to their bosses, especially if it is negative. But your staff know you better than anyone else you work with. Their reactions to your behaviour, and their suggestions for how you can improve yourself as a manager, are important information. You should make sure you get it ently.

Here are some hints for getting more and better feedback from your staff:

  • Ask more open-ended questions. Use words like who, what, when, where, why and how to ask questions. Avoid questions that can be answered with a simple yes or no. "How can I present this more clearly?"

  • Ask more "suppose" questions. This type of question makes the listener put himself or herself in someone else's position. "Suppose this were your problem. How would you deal with it?"

  • Echoes. Echoing is a repetition of the speaker's words followed by a pause. It encourages the speaker to elaborate on a point. "You're saying the team has some problems?"

  • Reassure. Reassurance is letting the speaker know that you understand his or her position because you've been in a similar situation yourself. "I know what you mean. I didn't understand the policies when they were introduced myself."

  • Reflect. Reflection is neutral observation of the feelings you see in someone else. "You seem very concerned about this issue."

  • Listen. People say more and they say it better when they believe that someone is really listening to them.