Motivational Management: Inspiring Your People for Maximum Performance

Level Three: Codesigning Feedback Systems

Going from level-one feedback (a good mix of positive and negative feedback) to level-two feedback (more informative and less controlling) is a big step for most managers. It takes some effort and practice to do it well—for employees as well as their managers. And there will still be times when level-one approaches are the best alternative, at least until you can think of ways of putting scorecardstyle information in the employee's hands. So why take it to yet another level?

Because you will find as you get used to providing more informative feedback that, while the employees rely less on your judgment, they may still be relying heavily on your information. And to make them even more self-sufficient and ...