Empowering Feedback: Adopting a Problem-Solving Mindset

Hey LinkedIn Friends! Your friendly neighborhood Fractional People Ops Leader here sharing the best advice I give folks when they're getting ready to give feedback to a team member: Adopt a Problem Solving Mindset

The point of giving feedback is not only to make people aware of the impact of their behaviors - that's actually the easier part, and LifeLabs Learning has a fantastic model for delivering the message if you need help here - the whole reason to make someone aware of an issue, shortcoming, etc. is for them to fix it, right? We're not here to make folks feel bad and then just say "do better," we're here to solve business problems (which are often people problems and vice versa). And honestly, most of the time if the person could have performed differently, they would!

So my tl;dr: If you want your team to be the most impactful possible, make sure you're not only giving feedback but problem solving together why the issues occur and coming up with a plan (what you can do differently, what the employee can do differently, what ops/processes might need to change) for how to prevent reoccurrence down the line. Most of the time, people want to do a good job and just need a little help and support from their manager or team to get there 💗

Now, there is a baseline of trust that you'll need to have productive conversations, but I'll save my soapbox on psychological safety for another post 😄

✨ Shameless plug: I have a bit of availability left for fractional clients, so if you're in need of part-time ongoing or project-based HR support, let us help you manage (catie@somehowimanagehr.com) ✨