This week help @principal.name give better feedback

@recipient.name, this week you’ll help @principal.name add an important tool to their manager toolkit by helping them give and get better feedback in their 1-1s. 

Getting started

This week @principal.name will receive a Pyn on how to do great 1-1s so you should:

• Meet with @principal.name to role-play giving feedback during their 1-1s (45-60 minutes)

Role-play feedback during a 1-1 this week

Learning how to give and receive feedback is a muscle every new manager must build. Practice giving feedback with them so they can make it a part of every 1-1 they have with their direct reports.

Giving feedback

Giving feedback (positive and constructive) during every 1-1 sends a clear message that they recognize their direct report’s work, want to help them improve, and care about them achieving their goals. Say this:

During each 1-1 with your direct reports, it's important to give them both positive and constructive feedback. Let’s practice that today. When are your next 1-1s? What feedback would you give each of your direct reports? Do you think this is feedback that can be given through email or Slack or would it be better to give it by phone or video?

If they can’t think of any feedback to give, it may be worth brainstorming some on the spot.  

Have them frame feedback around what matters to their direct report. For example, if their direct report is interested in moving towards a content marketing role, have them give feedback related to their direct report’s writing, analytical, or research skills because all of these areas will help their direct report reach their goal. “I know you want to move in the direction of xyz. I have some feedback that may help you get there.”

What if you haven't been great at giving Feedback yourself?

@principal.preferredName could be someone who was already on your team as an individual contributor.

If so, a question often asked by managers in your position is: “Is it unfair to encourage my new manager to always give feedback if I haven’t been giving feedback myself?” The short answer is “no.”

Use this role change as an opportunity to begin this practice and demonstrate your expectations. There is no shame in starting today if you haven’t lived up to your own expectations; most people will start doing something new (or better themselves) at a time of change. 

You can share this with your new manager: 

“I’m aware that in our previous 1-1s I did not always provide feedback. Moving forward, I would like us to hold each other accountable for giving feedback during our sessions.”