Four Management Styles to Give Feedback to Colleagues. Examples

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How often do your team members receive positive feedback or praise? You probably do it every day, even though you don’t know it.
This article will discuss 4 ways to give feedback to colleagues as managers.
This article:
How to give feedback to your team members
Style 1: The Motivator
Style 2: The Charger
Style 3: The Empathizer
Style 4: The Analyzer
How to give better feedback

Positive praise is my style of giving feedback. I will say things like “Great walking!” and “Thanks for carrying your spoon to the table!” I also say, “Great walking!” and “Thanks for bringing your spoon to the table!” Do this dozens of times a day. Positive praise is when you tell children what they have done that you are proud of instead of just saying “Well done!”
My old boss used to say “Thanks for all your efforts today” to people when they were leaving. You knew that he meant it.
I am not as good at using positive praise at work. It feels strange to say “I really appreciated how quickly you turned that status report around, thanks!” It feels insincere but I am quick to praise in writing. I will also say thank you on the phone.
It’s British. Being overly proud or celebrating success at work isn’t our thing. However, I do believe that this is changing.
How to give feedback to your team members
Anna Carroll would agree that I am a motivator at work. She is the author of The Feedback Imperative, How to Give Everyday Feedback and Speed Up Your Team’s Success. This book covers every aspect of giving and receiving feedback at work, including four feedback-giving styles.
It’s not a fixed way of giving feedback. It’s an approach and not a behavior trait. You can switch between the various styles whenever you need to.
Carroll explains that people have a preference. This is the style they feel most comfortable using. Let’s take a look at them.
Style 1: The Motivator
Motivators are usually inspiring managers who are willing to give positive feedback to their team and to each member of the team.
Carroll writes:
Although you are supportive of your team members, you may not be as patient in providing corrective feedback to employees to increase their effectiveness. Although you are creative and spontaneous, you may not be consistent in addressing the feedback needs of each employee.
Yes, that’s me. When things are going well, I’m happy to tell them. I even copy my boss to email so that the higher ups know they did a great job. It is less comfortable to tell people to do their best and not take them aside.
What this means for project managers: A project manager’s job is to motivate teams and make sure that people have the tools they need to succeed (including the right attitude).
If you need help giving corrective feedback, you can call upon the line manager of your resources in a matrix structure.
Style 2: The Charger
People who have a Charger preference are quick to give feedback, focusing on the areas that need improvement. This is easier than if they have any other preferred methods of giving feedback.
They are able to do it because they have a clear vision of the business goals, they know what success looks for the team, and they are confident in expressing that.
They can be critical or unaware of the needs of people. Sometimes we also like positive strokes. Sometimes they might act in a way that isn’t appropriate, such as via video conference. However, it’s possible to receive feedback better if you give it in person.
Management of virtual teams is a skill. If you are a leader, think about how your colleagues perceive you and how you can offer feedback.

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