Guiding Younger Workers with High Expectations
Seasoned construction leaders understand the immense value of investing in their team. One of the most crucial aspects of this investment is the art of providing constructive feedback – a skill that can greatly enhance the growth and development of younger workers.
Renowned organizational psychologist Adam Grant once recommended using this phrase when offering feedback to a younger worker:
"I am giving you these comments because I have very high expectations and I'm confident you can reach them."
This sentiment lies at the heart of an effective coaching approach. It's not enough to simply point out areas for improvement; one must also convey an unwavering belief in the potential of those they mentor and communicate that belief to them regularly.
Younger workers are often brimming with enthusiasm, creativity, and a willingness to learn. By setting high expectations and providing the support to meet them, their true potential can be unlocked, propelling them toward excellence. Here are some key strategies that have proven effective:
Foster a Growth Mindset: Author Simon Sinek often emphasizes the power of a growth mindset. Encourage younger workers to embrace challenges as opportunities for growth rather than viewing them as obstacles to be avoided. Help them understand that mistakes are not failures but rather opportunities to learn.
Provide Constructive Feedback: When offering feedback, be specific, actionable, and focused on the future. Avoid criticism that dwells on the past and instead, highlight areas where improvement is possible. Convey a belief in their abilities and assure them that you are confident in their capacity to excel.
Offer Tailored Development Opportunities: Everyone has unique strengths, weaknesses, and learning preferences. Work closely with younger workers to identify areas for growth and design personalized development plans. This could include targeted training, mentorship programs, or stretch assignments that challenge them to step outside their comfort zones. Real learning and growth will only happen when they venture into uncomfortable territory.
Celebrate Successes: Recognize and celebrate the achievements of younger workers, no matter how small. This not only boosts their confidence but also reinforces the high expectations set for them. Acknowledge their contributions and milestones and encourage them to take pride in their accomplishments.
Promote a Collaborative Environment: Encourage younger workers to seek feedback, ask questions, and engage in open dialogue. Create a supportive environment where they feel comfortable taking risks and voicing their ideas. This encourages a sense of ownership and investment in the team's collective success.
Younger workers today are hungry for feedback on their performance. They understand that constructive feedback is essential for their growth and development, and they crave the opportunity to learn and improve. Without a steady stream of feedback, these workers can quickly become disengaged and lose the sense of purpose that initially drew them to the organization.
Providing regular, meaningful feedback shows younger workers that their contributions are valued and that the organization is invested in their success. It allows them to course-correct, address areas of weakness, and capitalize on their strengths. Feedback also reinforces the high expectations set for them, motivating them to rise to the occasion and exceed those expectations. When workers feel that their efforts are being recognized and that there are clear pathways for advancement, they are much more likely to remain engaged, loyal, and driven to succeed. Prioritizing feedback is therefore crucial not only for developing top talent but also for building a thriving, future-ready workforce.
By adopting this approach, leaders can not only empower younger workers to reach new heights but also build a strong, cohesive team that is poised for long-term success. Embracing a coaching mindset and leveraging the strategies outlined above can transform the way you develop the next generation of leaders in your company.
Spark Notes:
Encourage younger workers to embrace challenges as opportunities for growth and view mistakes as learning experiences.
When offering feedback, focus on actionable improvements for the future and convey confidence in the employee's potential for excellence.
Identify individual strengths and weaknesses and design personalized growth plans. These plans could include target training or stretch assignments.
Recognize even small successes, reinforcing high expectations and encouraging pride in accomplishments. Regular feedback contributes to building a thriving, future-ready workforce.
