This blog series is to help employees make 2017 the best year yet. We spend 30% of our lives at work – this checklist will help employees get the most of their time and develop the skills that can turn jobs into something meaningful. If you missed it, check out our posts on embracing a growth mindset and proactively engaging your manager. This week’s post focuses on widening your “feedback net” to get a more comprehensive picture of performance.
2017 Employee Checklist
Walk into any newly designed office today and you’re bound to see fewer doors and cubicles and more group seating areas and conference rooms. This design trend supports the shift toward employee collaboration.
Organizations have found that breaking down barriers between employees, literally and figuratively, can lead to better solutions. It’s also the preferred work style for younger generations. A recent Deloitte study found that when Millennials worked in roles with a high level of cross-team collaboration, they were more than twice as satisfied.
For these reasons, it’s increasingly common to see cross-departmental teams brought together to solve a specific challenge or work on a short-term project. Yet, to assess performance, managers rarely look outside their team for feedback. And similarly, you won’t find many of those team members proactively telling a manager how they feel their performance.
Co-workers from other areas of the organization can bring a new perspective on an employee’s performance. They lack bias, judgment and history, all of which can significantly skew how an other team members might evaluate an employee. So, what can employees do to ensure that feedback is given and shared with managers? And how can they use that feedback to their full advantage?
Make it a habit to ask for it.
While it may take an employee out of their comfort zone, the reward far outweighs the risk. Employees should try to ask for feedback in a variety of situations – regardless of how long they’ve worked together (it only take a few minutes to make an impression) or how they feel they performed (we’re usually pretty tough on ourselves).
Share positive feedback with managers.
Positive reinforcement is great for personal morale, but it also bodes well for employees during review time. If employees receive a particularly glowing review, there’s no shame in sharing it with managers. It shows they’re engaged in their work and are actively promoting a positive team culture. When they share it themselves or ask the co-worker if they’d mind sharing it directly, a manager should factor that feedback into their performance activities.
Use constructive feedback to improve before it becomes a wider issue.
If an employee does receive some constructive criticism, it should be perceived as a learning opportunity. It may sting, but in the long run, that simple feedback could have a much greater impact on an employee’s career than a rave review.
How does your company collect feedback when employees collaborate across teams?