Onboarding Feedback: Why Don't New Leaders Get It?

We all say that we want feedback and most of us believe that we are good at giving feedback.

However, a recent informal poll tells us that most leaders want more feedback from their own boss and admit that they have not given specific, constructive feedback to a team member in the past 30 days.

Feedback is especially important during the onboarding period for a new leader.

Key areas the new leader should be getting feedback around are:

-How are they integrating into the culture?
-Are they meeting expectations of their boss and team members?
-Do they listen and gather input before making decisions?
-Do they respect the culture?

What often happens is that new leaders do not get direct feedback. Bosses and HR partners ask them how they are doing and if they need anything; however, they do not gather and share feedback in a meaningful way. At the same time, impressions are being formed and everyone around the new leader has made decisions about his/her effectiveness, whether or not he/she will “make-it” in the organization and role. They are also deciding whether or not they will support this new leader.

Without this feedback, the new leader is truly “hamstrung”. He/she is working in the dark and is moving forward based on his/her own understanding of how things are going.

Providing feedback to new leaders is not difficult if you have the right tool. Once you give key stakeholders a structured and straight-forward way to provide the feedback, they appreciate the opportunity and gladly share their perspectives. By providing feedback to new leaders you give them the opportunity to understand where they truly stand and make any course corrections needed.

Visit the feedback section of our website to learn more about providing early feedback to your transitioning leaders.

www.connectthedotsconsulting.com/feedback.htm