Researchers who studied a group of restaurant workers discovered that employee trust in their managers correlated significantly with higher restaurant sales, higher profits, and somewhat lower employee turnover. Conclusion: managers who can garner higher trust from their employees gain a competitive advantage.
Feedback has little meaning without plans for improvement. Directing the feedback discussion toward concrete actions enhances goal achievement. This increases the likelihood an employee will walk out of the feedback session with a sense of optimism and a renewed energy to get it done the next time.
Organizations can't change their culture unless individual employees change their behavior - and changing behavior is hard. People don't change a minute before they're ready. You can't force people to change, you can only help them want to.
Pose this question to your employees, "If you were to imagine your ideal manager, in what areas would you want that manager to be most capable?" What you do with this feedback will determine your level of improvement.
Manage the environment that employees work in: task, learning, teamwork, procedures, recognition, reward, and change. Manage everything except the people, who aren't assets to be managed anyway. Effective managers are environmental engineers.