351: Seven Feedback Mistakes Managers Make (with Bruce Tulgan)
Jan 15, 2025
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Bruce Tulgan, Founder of RainmakerThinking, shares invaluable insights on feedback dynamics between managers and employees. He reveals that 70% of job losses stem from poor manager interactions. Tulgan advocates for proactive coaching over punitive measures and emphasizes the significance of respectful communication, especially when addressing sensitive topics like professional appearance. He also discusses the importance of understanding diverse working styles and highlights best practices for delivering timely, specific feedback that fosters growth.
Managers must provide structured and regular feedback as part of an ongoing dialogue to enhance employee growth and performance.
Employees can improve their feedback reception by proactively managing up through consistent communication and aligning with their manager's expectations.
Deep dives
The Critical Role of Managers in Employee Retention
The working relationship between employees and their immediate managers significantly influences employee retention rates. Research highlights that a majority of employees leave their jobs due to inadequate interactions with their managers rather than financial incentives. This emphasizes the need for managers to foster positive engagements and ensure they are available for their direct reports. The quality of this relationship is crucial, especially in remote or hybrid work environments where constant communication may be challenging.
Common Feedback Mistakes by Managers
Managers frequently commit errors when providing feedback, which can affect team dynamics and employee performance. These mistakes include giving insufficient feedback, too much feedback, or feedback that is overly negative or vague. A lack of structured and regular dialogue often leads to misunderstandings and prevents employees from effectively improving their performance. By recognizing and addressing these common mistakes, managers can create a more supportive feedback culture that encourages growth.
The Importance of Structured Dialogue in Feedback
Effective feedback should be part of an ongoing, structured dialogue rather than a one-off occurrence. It is essential for managers to communicate specific expectations and provide actionable guidance to their direct reports. Managers need to facilitate open discussions about performance while being sensitive to the individual styles of each employee. This structured approach ensures that employees feel supported and understand the areas in which they can improve.
Employee Strategies for Managing Up
Employees can take an active role in cultivating a positive relationship with their managers by managing up effectively. This involves establishing regular communication with their boss, keeping them informed about progress, and being proactive in asking for feedback. By preparing structured updates, employees can help align their work with their manager's expectations and priorities. Taking the initiative to maintain open lines of communication can significantly enhance the dynamic and lead to improved feedback and professional development.
I got an article some time ago on “Feedback Mistakes Managers Make” in the rainmakerthinking.com newsletter from Bruce Tulgan. Bruce was previously a guest on The Exclusive Career Coach on two occasions:
Today’s episode is a deep dive into the mistakes managers make around providing their direct reports with appropriate, time-sensitive feedback. Bruce gives seven mistakes that are based on his company’s extensive research.
Bruce also talks about the number one thing employees can do to receive better feedback from their boss.
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