Feedback is important. This is why we always encourage businesses to implement certain methods such as 360 Feedback ( a good way to do that is to look into the Best360 software).

However, something that we tend not to talk about that much is receiving feedback on your own performance as a boss and a leader. In a well functioning business, performance of every participant needs to be up to par. Your performance is just as important as the performance of your employees.

A great way to assess your own performance is to ask for feedback from your employees and team members. And in this article, we will show you how to do just that.

Gathering feedback

First of all, you need to choose the right format. Are you going to conduct 1-on-1 interviews with your employees, are you going to do a group meeting, or maybe a survey? The answer to that question will depend largely on the size of your company and the number of employees. If you are a smaller company, or have fewer employees, it is always best to do them 1-on-1.

The second thing is continuity. If this is something that you have chosen to do, you can’t just do it once, it has to be a continuous thing, something that you will do on an ongoing, regular basis.

And lastly, you need to structure your questions in the right way. If you ask your employees an open question like “How can I help you better?” and the employee says “I would like a bigger paycheck.” And you have to say no, it will only lead to disappointment. So don’t put yourself in that situation. Only ask the truly applicable question. An example could be “Is there a piece of equipment that would improve your work station experience?”

Apply these tips and you will be on your way to receive truly valuable and insightful feedback from your employees.