Effective leadership begins with the innate ability to draw excellence from oneself and others. Through this pursuit of excellence, leaders work to cultivate a sense of purpose within their teams which, in turn, increases employee satisfaction.
However, along the journey, a unique balance of feedback is necessary to keep teams on the right path. Sometimes this feedback is negative, which can influence the trajectory of an employee’s role at the company. According to a 2019 Gallup survey about the impact of feedback, just 10% of U.S. workers reported feeling engaged following a negative review. Of those involved in the study, a staggering 30% hit the job market after that.
Why it matters: Feedback acts as the glue that holds leaders and their teams together. When it’s negative or delivered in the wrong manner, it can lead to complications. On the other hand, when leaders infuse purpose-driven leadership and give constructive feedback based on an individual’s performance, trust and loyalty can be fostered.
- Annual reviews don’t have to be the only time to address performance issues. By providing consistent feedback to employees, stagnation can be avoided, and immediate course correction can ensue.
- Feedback goes both ways. When leaders embrace it themselves, they can learn more about their leadership style, strengths, and areas needing further development. This increased self-awareness will allow them to mature and act as a catalyst for their teams’ growth.
- Purpose goes hand-in-hand with excellence. When team members recognize that their work is serving a higher purpose, they will increase their efforts to gain the best results possible.
Go Deeper —> How Leaders Lead With Impact: The Art Of Feedback And Purpose-Driven Leadership – Forbes
