Self-reflection takes discipline and time — and the investment is worth the reward.
? Having clarity on results can also help you avoid unconscious bias. If you’re unsure whether you are being fair, you can also talk with a trusted colleague to get their view on the situation., which describes how managers can be more inclined to favor those who are physically closer to them. If you work in a hybrid environment, do you give preference in work assignments to people who come to the office more often? Note that proximity bias6.
If you have concerns or criticism of the work, don’t delay your feedback. Research shows that feedback is best given in the. Reach out as soon as a potential misalignment appears. It’s much better to catch it early, and not let issues fester. Also solicit feedback from your employee about their experience on the assignment. Alignment and candid conversations build trust and commitment with your employees. Employees who feel supported by their boss experience the greatest job satisfaction, and companies with high-trust workplace cultures
than those without. Plus, you may gain information that changes your perspective on how the project is going. Companies with managers who cultivate strong relationships with their employees experience higher loyalty, trust, productivity, and joy. Use these reflection questions as a guide to bridge any gaps in your expectations. Making the
to drive performance from empathy is the difference between the true competitive advantage — discretionary effort — and punching the clock. These actions differentiate managers from leaders.Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Performance Appraisal. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
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