Why Leaders Should Ask: “How’s My Driving?”
Have you ever seen a sticker on the back of a tractor-trailer rig that asks, “How’s my driving?” There’s a phone number just below that question you can use to call and report dangerous drivers, and even courteous or safe drivers.
Asking for feedback as a C-suite executive is a lot like asking, “How’s my driving?” As a company leader, you’re steering the organizational culture that carries your company, either successfully to your destination, or into the ditch.
Establishing a productive feedback loop is an essential ingredient in the most successful companies. Knowing what all stakeholders are thinking requires some innovative solutions and executives who are willing to implement changes get the corporate culture back on the road to success.
Driving the Direct Feedback Loop
If this describes your company, congratulations: you probably don’t have employee satisfaction or retention issues. But, in order to stay ahead of issues when they arise, it’s best to “check in” with employees periodically. This can be through goal-setting meetings or performance reviews; but again, punishment for honesty damages trust, and will cost you your best employees in the long run.
Without feedback, there’s no answer to the question, “How’s my driving?” Once you have that answer, however, you also have to make the indicated changes if you want to keep the lines of communication open. Remember that it’s a feedback loop—it requires corrective action on your part to keep the company headed in the right direction.