Micro feedback
The David Elder post:
Dr. Ray has written about micro feedback so I’ll attempt not to bore you by being redundant. I’ll just point out that workers are influenced more by their peers than by their manager or leader. Most organizations and team developers do not embrace the idea of micro/horizontal feedback. Our experience says micro feedback given by team members to each other results in an immediate change in behavior. I recently worked with a leader who was struggling with a employee disciplinary problem. After several unsuccessful attempts to “influence” the person to change and improve their work habits the leader trained the entire team in micro feedback and built an expectation that feedback be given each day… or as close to the actual behavior as possible. The leader insisted that the team only give feedback based on the team goals and instructed them to avoid feedback that was personal in nature. The employee who had been coached began to receive feedback about their work product. After three rounds of peer feedback the employee began to quickly make productive changes in behavior.
Goal driven horizontal micro-feedback is a competency that is necessary and essential to create a high performance culture. This competency will ensure a better connection between business strategy and organizational effectiveness.