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Emotionally Intelligent Job-Related Feedback

Guest post by: Dr. Maynard Brusman

Article Overview: I coach a number of managers on how to improve performance by giving behavioral feedback. Emotionally intelligent managers increase worker productivity by giving in the moment feedback that results in improved work place performance.

Emotionally Intelligent Job-Related Feedback

Emotionally Intelligent Feedback

Are you working in an organization where managers give employees feedback them helps them learn and grow? Do employees at your workplace believe that the feedback they receive is based on observed behavior at work?

I coach a number of managers on how to improve performance by giving behavioral feedback. Emotionally intelligent managers increase worker productivity by giving in-the-moment feedback resulting in improved work place performance.

Myth: Feedback needs to address personal qualities.

Telling employees that they're doing a "good job" isn't good enough. Neither are comments about attitudes or efforts. Feedback must be specific and about behaviors, not personal attributes.

No matter how upset you may be, limit feedback to job-related issues, and never criticize someone personally because of an inappropriate action. This is counterproductive, as it evokes strong emotional reactions that bury actual feedback.

The Real Truth: Feedback is effective when it is specific to behaviors and impersonal. Feedback should be descriptive, rather than judgmental or evaluative.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help employees be more productive? Does your organization provide executive coaching to help leaders improve performance by giving feedback that focuses on observable job-related behavior? Enlightened leaders use their emotional intelligence and social intelligence skills to give feedback that employees perceive as fair and honest.

One of the most powerful questions you can ask yourself is "Do I give job-related feedback that taps into employees' intrinsic motivation resulting in increased worker performance and productivity?" Emotionally intelligent and socially intelligent organizations provide executive coaching for leaders to improve their ability to give feedback limited to job-related issues.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a more productive workplace where employees get regular feedback and are happy. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

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Article Tags: emotional intelligence, improved performance, leadership development, worker productivity



Related Forum Posts
Re: How Important is Feedback in eBay? - Feedback is VERY important to me when purchasing on eBay and similar sites. If they don't have several transactions and a 100% feedback (or close to it) then I most likely will not purchase from them.
Subject Line Etiquette - For myself, it's not so much "etiquette" as common sense. If you're emailing someone with a business offer or to strike up a relationship, you do not put "Hello" or "Hi" or something cryptic in the subject line. You make it clear what your email is about - just as you would on a message board. So instead of "wff" for example, the guy who emailed me a couple of days ago should have said, "Feedback on Your WFF Article" - so that I would have known what it was about without having to look at it and try to think...


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