In the fast-paced, high-stakes world of operations management, knowing how to be a better operations manager involves utilizing feedback as a crucial tool for improvement and success.  Similarly, for those looking to understand how to be a better site leader, embracing feedback is essential. When leaders resist feedback, it can inhibit growth, decrease productivity, and foster a culture of disengagement. This reluctance to listen can lead to increased turnover, decreased employee morale, and ultimately, a decline in operational performance.

True operations leaders should not fear the voice of their employees. Why? When leaders fail to listen, they miss valuable insights that drive improvements in safety, productivity, and quality assurance, all critical elements of operational performance management.

Learn how to be a better operations manager through the fundamental skill of listening and understand how embracing feedback can transform your leadership approach, improve team morale, and boost operational performance.

The importance of feedback in leadership development

Feedback is a vital element in fostering both personal and professional growth, particularly within operations management. For frontline workers, career advancement consistently ranks among the top drivers of turnover. Providing a clear path for growth and development is essential not only for frontline workforce retention but also for cultivating effective leaders who can drive operational success.

What makes an effective operations manager? It’s their ability to listen actively and respond to feedback. When leaders utilize feedback, they gain critical insights into their own performance and the needs of their team. This continuous loop of communication allows leaders to make informed decisions that can improve overall operational performance.

WorkStep recently had the pleasure of speaking  with Chris Johnson, a senior HR leader at Ferguson Enterprise, a leading distributor in the construction and plumbing industry. Ferguson’s leadership recognized the critical role of feedback in shaping their leadership development programs. Chris highlighted the importance of real-time visibility into employee sentiment: “Senior leaders in operations have real-time visibility to what their associates are saying within their respective operations across the themes. They can see how folks are feeling about their onboarding experience, their safety experience, the tools they work with, their manager relationships, and the relationships they have with their team.”

The direct connection between feedback and leadership development is evident in the way it shapes the training and growth of leaders. Feedback helps identify specific areas where leaders need to improve their interaction and engagement with associates. By focusing on how to listen and respond to their team’s needs, leaders can build stronger relationships and foster a more positive work environment which drives better business outcomes.

Incorporating feedback into leadership development is not just about addressing immediate concerns; it’s about creating a culture of continuous improvement. By consistently seeking and acting on feedback, leaders can ensure they are meeting the evolving needs of their team, ultimately leading to more effective and responsive leadership.

Consequences of ignoring feedback

The main consequences of ignoring feedback are diminished team morale and engagement, stagnated leadership development, missed opportunities for improvement, and the overall negative impact on culture.

Overcoming resistance to feedback

To understand how to be a better operations manager, it’s important to address resistance to continuous feedback. Is it resistance, or is it fear?

Many leaders are accustomed to traditional, periodic performance reviews rather than ongoing, direct feedback. Introducing a new feedback culture requires careful navigation to help leaders embrace this shift.

One significant challenge is the tendency to personalize feedback. Leaders may perceive criticism as a personal attack rather than constructive guidance for professional growth. This personalization can hinder their ability to separate identity from areas needing improvement. Additionally, distinguishing valuable insights from noise is crucial. Leaders often find it challenging to differentiate valuable feedback from less relevant or biased opinions, which can lead them to overlook constructive input.

To help leaders embrace feedback, gradual introduction strategies can be effective. Rolling out feedback initiatives in phases, starting with those more receptive, allows for setting examples of openness and growth. Coaching and support mechanisms play a vital role in this process. Providing training and resources enables leaders to interpret and apply feedback effectively, fostering a culture where feedback is seen as a tool for development rather than critique.

Breaking down the fear of feedback is important. Motivating leaders to accept feedback involves emphasizing its benefits. Feedback contributes to career enhancement by preparing leaders for higher responsibilities and enhancing their professional reputation. Leaders who welcome feedback are better positioned to make informed decisions and foster loyalty among their teams through demonstrated responsiveness and continuous improvement efforts. Thus, overcoming resistance to feedback involves strategic implementation and highlighting its pivotal role in leadership development and organizational growth.

Strategies for creating an environment where feedback is valued and encouraged

Creating a workplace culture that values and encourages feedback is essential for fostering employee engagement and continuous improvement. Here are some effective strategies to establish such an environment:

1. Targeted training and immersive learning experiences: Implement targeted content delivery and immersive group learning experiences that cater to various skills, levels, learning styles, and preferences. This approach ensures that feedback and learning are relevant and impactful.
2. Leadership development through real-time feedback: Provide leaders with real-time feedback mechanisms to understand and respond to the experiences of their associates effectively. This feedback loop informs leadership training opportunities and enhances interactions with associate-level teams.
3. Engagement surveys: Conduct regular engagement surveys to gauge employee satisfaction and identify areas for improvement. These surveys, including pulse checks in off-years, provide valuable insights into the organization’s health and employee sentiment.
4. Regular check-ins and town hall meetings: Foster open communication by scheduling regular check-ins and town hall meetings between leadership and associates. These platforms allow leadership to connect directly with employees, demonstrate that their voices are heard, and show commitment to acting on feedback (“you said, we did”).

Tools for gathering feedback

In today’s digital age, employee communication tools like WorkStep play a pivotal role in enhancing employee engagement and operational effectiveness. These platforms streamline feedback collection, analysis, and action, ensuring frontline workers’ voices are heard and insights are leveraged for continuous improvement.

Frontline employee experience platforms such as WorkStep revolutionize feedback collection by offering intuitive interfaces and real-time analytics. They empower organizations to gather actionable insights across safety, productivity, and leadership effectiveness, all of which are essential to what makes an effective operations manager. WorkStep’s customizable surveys and predictive analytics enable organizations to identify trends and address issues promptly. By centralizing feedback mechanisms, these tools enhance transparency and empower leaders to foster a culture of continuous improvement.

For frontline leaders, WorkStep has a Guide to Developing Frontline Leaders & Site Managers for engaging teams, understanding their needs, and implementing targeted development strategies. From personalized coaching to leadership training, these tools support leaders in driving positive outcomes and nurturing a high-performing workforce.