Does Your Feedback Shine?
Now, more than ever, leaders need to strengthen relationships with their team members, while showing empathy, listening actively, connecting to organizational mission and purpose, and clarifying expectations. All employees want more feedback, especially Millennials and Gen Z employees, and using a simple and easy-to-remember approach with eight, rhyming words, leaders can facilitate positive and inspiring conversations that lead to higher levels of engagement.
Leaders can use the Shine Feedback Model developed by Angela Hummel Consulting during one-on-one or check-in meetings and work through each facet of the model, so employees can “shine” in their roles and receive high-quality feedback they deserve and desire. While any order can be applied, it is best to focus on the bottom section of the diamond first and then move to the upper facets and ask the key questions that follow.:
Shine is where you share information about what the employee is doing well, where they are exceeding, from your perspective and theirs. Ask: In the past week, where have you had a chance to shine in your work and apply your strengths? What can we celebrate?
Align is helping the team member connect with the organization’s mission and purpose and ensuring their work and goals are aligned with the strategic goals and priorities of the organization. Ask: What projects or work have you done recently that have been aligned with our greater mission? Help them connect the dots if they are not able to themselves.
Refine is when you can ask the employee for any challenges they are facing or list any areas where you see they can grow or improve. Ask: Are there any areas, tasks, or responsibilities that need to be refined or changed? What training or support might you need so you can excel in your role? Share some of your observations and recommendations and take their lead by exploring the tools, resources, or connections they might need.
Define is for clarifying expectations about the employee’s role, or the tasks and responsibilities assigned. Ask: Do you have any questions, or do you need clarification about the work you are doing, or responsibilities assigned to you? Be crystal clear about what is expected.
Mine is a time to dig deeper into engagement and satisfaction. Ask/state: Let’s dig deeper into the work you are doing and the role you play. Are you satisfied and engaged in your work? Why or why not? Describe a time when you experienced that feeling of time just passing by, when you are so engrossed in your work.
Design is where the employee and leader paint the picture of what the role would look like in the future or find out the employee’s aspirations. Ask/state: Let’s dream a little and look into the future. How would you design your current role or your future career? What are your future aspirations and how can I help you design the career of your dreams?
Assign is the time to consider responsibilities that could be assigned to others, in the form of delegation. Ask: Is there anything that you are holding onto that could or should be assigned to others on the team? In times of possible work overload, leaders can even ask what they, as the leader, can do to assist.
Combine is when you and the team member consider collaboration or networking. Ask: Is there anything or anyone you need to collaborate with to combine efforts? Do you need any introductions or assistance as you work across the organization to accomplish what needs to be done?
To close the meeting or feedback session, it is always nice to return to the first component and thank the employee for their contributions to the organization and highlight their strengths.
With a little practice and a commitment to all facets of the diamond model, your employee is sure to shine, and leaders will build stronger relationships and create more meaningful connections that will lead to long-term engagement.