See what's going on and discover ways to improve performance and morale.
As a team leader, your primary responsibility is making sure your team is doing their best work.
But leading a team can be tough. It takes time to figure out what each person’s strengths are, what they are working on every week, and how they are feeling. Even more, this is constantly changing on a daily or weekly basis.
You probably rely heavily on observation. What is someone’s mood? What is their body language? Do they seem frustrated or disconnected? Has the quality of their work gone down recently?
We get it, observation is a leader’s best friend. But you can’t be everywhere at once, so you need something to complement you. You need an assistant. But clearly you can't hire someone to keep track of these things.
To solve issues, you need to dig deeper into what’s going on. You need a feedback loop between you and your team. This back and forth communication can help you see what's going on, and where change needs to happen.
In practice, how do you actually build a feedback loop? How do you create it without adding more work and meetings to your already busy week?
Every week, each member of the team has the chance to check-in on how their week went.
You can ask a few quick questions like:
In addition, your team has the opportunity to send recognition (kudos) to others for going above and beyond. This feature is extremely popular - who doesn't like being recognized for doing great work?
The check-in responses and kudos are instantly visible to you (the team lead), and we plot the results over time so you can see how the team is trending. You can respond and even flag items for your next one-on-one meeting.
Over time, you can learn what motivates each person on your team, where they may be stuck, and who's going above and beyond. You can also get a jumpstart on planning by understanding priorities.
“I already know this stuff. I’m always talking with my team” - You
This is a common objection, however, you’re missing out on a lot of data and insights. After all, you can't be everywhere at once.
The “manager” to employee dynamic also tends to include filtering. Some people on your team are okay giving you direct and honest feedback, but it can be tougher for others.
By creating an opportunity for a team member to sit down, collect their thoughts, and reflect in Friday Feedback, you’re opening the door to richer conversations. This new level of feedback will help you become a better leader and can help kickstart coaching opportunities.
That's not all - these check-in results are automatically saved so you can reference them in performance conversations. There's very little note-taking required, saving you even more time.
Friday Feedback unlocks new insights from your team and complements it with real-world data from the people that matter most - your team.
Instead of trusting your gut, the people on your team can tell you exactly what’s up.
"Prior to Friday Feedback, I found it incredibly challenging to connect with the individuals on my team regularly - I was meeting with them quarterly. Now I know how they're doing weekly and can meet with them on an as needed basis more frequently."Try it with your team