How feedback accelerates the growth of managers

Cultivate a leadership culture focused on comments

Comments are not only a resource; Rather, it serves deeper elements. As an individual, understanding why feedback is important will unlock accelerated growth, decisive actions, team cohesion and much more. Managers who use comments transparently in their daily structure leave no room for deficiency. In this article, discover why overcome the basic needs of feedback structures can serve as culture in itself and how to approach it strategically.

The frame of a feedback loop to develop success leaders

In the context of receiving leadership training, continuous feedback is not only a mechanism, but an accelerator. Comments are a double-meaning street, and these leaders expect and take comments to improve themselves and the others. The leaders succeed and over time, they create success spheres that allow themselves to flourish.

Effective feedback incorporates positive incentives and constructive criticism. It is estimated that 80% of employees (6) who received comments that were important in the last to two weeks were properly engaged in work. Constructive criticism is also an area that leadership should actively cultivate if they want to develop better. ⁠

The systematization of comments by observation and adaptive reflection allows managers to improve their approaches, respond to new challenges and adapt to their teams over time. This dynamic process helps refine leadership practices while promoting an attitude of trust and continuous improvement within the organization.

Implement feedback mechanisms for managers

Adapting the appropriate feedback loops is very important to feed leaders. The use of AI technologies allows real -time comments that managers can use to develop on the go. Some platforms provide peer assessment systems compatible with AI with automated productivity monitoring functionalities that allow all managers and staff to give evaluations related to time and precise with more objective criteria. These platforms help transform feedback into objective and quantifiable measures that can be used to justify advancement opportunities.

There are a number of organizations that apply these tools, for example, Google, which has been able to improve teamwork internally by applying tools for continuous feedback. They use real -time data and analyzes planned to constitute good teams and ensure that teams work effectively.

To promote a culture of continuous improvement, it is crucial to understand why feedback is important. A timely and regular comments greatly help the decision -making process for a leader and prepare them for several upcoming organizational quarters. The integration of IA -based feedback systems allows you to build an agile organizational culture and provide a pleasant experience with emerging and established leaders thanks to a performance -based leadership development program that is flexible and responsive to requests.

Overcome common challenges

The deployment of a feedback system has the potential to transform an organization, but only if you carefully manage the psychological factors associated with change. Resistance to change tends to be one of the biggest challenges encountered by organizations. According to OAK hires (1), 37% of employees present a form of resistance to change and 73% describe a moderate to high stress test during change management activities.

The lack of communication on the justification of change is one of the main engines of the resistance. Only 15% of employees (2) include the strategies that their superiors undertake and why.

The phenomenon of feedback is yet another concern that requires immediate consideration. Sharing inadequately defined comments or an overload of comments does not motivate employees but rather leads to apathy. High stress levels due to too much emphasis on continuous feedback can also cause low morale and employee productivity thanks to increased uncertainty.

Leadership often neglects the degree of involvement that employees perceive in the development of change strategies. Research indicates that even if 74% of the managers questioned say they involve employees in the formulation of change strategies, only 42% of these employees estimate that they are involved at all (3).

To overcome these challenges:

1. Foster Open Communication

Clearly articulate the objective and the advantages of the continuous feedback system. Engage employees in discussions, allowing them to express concerns and suggestions.

2. Provide training and support

Form your organizational leaders and employees on the right skills necessary to give and receive comments appropriately. Skills such as active listening, criticism and emotional intelligence are very important in this area.

3. Implement the moderation of the comments

Regarding professional exhaustion directly, try not to give feedback sessions that are too close to each other. Give space so that the comments given are relevant and that the feedback sessions do not become baseless.

4. Recognize and reward adaptability

Employees who take the feedback system and show adaptability to change must be rewarded. This will encourage additional commitment to the process.

Resolution of resistance and fatigue of comments can help feed a continuous feedback cultivation that promotes growth and improves leadership capabilities.

Measure success

Measuring success with the development of leadership -ordered leadership is important to validate that your efforts are producing results. Investment yields can be shown to stakeholders when they focus on key performance indicators (KPI) and reference monitoring.

Key performance indicators to assess the efficiency

1. Employee commitment
   Organizations taking advantage of the monitoring of KPIs for leadership performance reported an increase in profitability by 22% as well as an increase in productivity by 21% (4).
2. Productivity metrics
   Productivity should increase by 25% while employees work under continuous feedback mechanisms (5).
3. Retention rate
   Leadership development programs have been linked to a 30% decrease in rolling rates (5).

Follow progress and demonstrate the return on investment

1. Pre- and post-evaluations
   Measure the levels of leadership skills and skills before and after leadership development programs to assess skills improvement.
2. Frequency of feedback
   Consistent comments create a higher commitment, 80% of employees who received active comments during last week reporting a full commitment (6).
3. 360 degree feedback
   Use multilayer feedback systems to assess and report on the effectiveness of leadership in depth.

Understand why feedback is important helps to grasp its dynamic implications. Relocation, in particular in its continuous form, stimulates the effectiveness of leadership as well as the performance of the organization. By applying these KPIs and systematically measuring them, you will be able to determine that your leadership development programs work on the strategic vision of your organization.

Embrace the background of feedback

A feedback culture improves interaction with the organization. More importantly, this leads to unprecedented growth levels, innovation, employee engagement and productivity. Explain why feedback is important allows people to adopt rapid changes, work together and provide innovative solutions on several occasions. This does not only lead to improved performance; Rather, it offers lasting success to the organization.

References

(1) OAK change report engages

(2) Resistance to change in organizations comes from these 5 factors

(3) 40+ Organizational change management statistics for 2025

(4) How the main performance indicators stimulate effective development of leadership

(5) Measure the return on investment of leadership development programs: a critical strategy for organizational success

(6) How efficient feedback fuels performance

Image credits

• The image in the body of the article was provided by the author (rawpixel.com/freepik.com).