The advent of social media has finally provided managers tools they need to give feedback that is both timely and frequent. So how do you use all these new toys to give feedback?
Don’t do it.
If your intent is to make someone feel good, then a quick tweet or Facebook post might do the trick. But that’s praise, not feedback.
Though the two are often confused, managers give feedback for very different reasons than praise. The purpose of feedback is to continue positive or discontinue negative behaviors.
Properly implemented, feedback lies at the heart of a manager’s effectiveness, as it frees a manager to focus on more strategic matters. It’s important stuff.
And the channel you choose to communicate to your direct reports conveys the importance you place on both the topic and your relationship with them.
While you may use social media to let the world know you are engaged to be married, or you are expecting your first child, you would offend those closest to you if you did not have the common courtesy to at least pick up the telephone.
Similarly, give feedback face-to-face, or by phone if you are separated by several time zones. The topic and your relationship with your direct are that important.
Photo by nodmonkey