As a leader, you play a pivotal role in shaping the success of your team and organization. One of the most potent tools at your disposal is providing regular performance feedback to your employees.

According to The Society for Human Resource Management (SHRM), 97% of employees considered regular feedback to be essential to their performance and career development. Further research conducted by Gartner revealed that 70% of employees feel more motivated when they receive feedback on their strengths, leading to a higher level of engagement and performance.

 There are many benefits and steps to providing employee feedback, however, when the DISC assessment is incorporated into performance feedback, it offers a highly effective framework that ensures feedback is tailored to the uniqueness of each person and when used, can result in higher engagement, motivation, and retention.

 

Here are some ways that DISC can be useful in giving feedback:

Tailoring Feedback to Individual Styles

When providing performance feedback, it’s essential to consider the diverse communication preferences of employees. Individuals with dominant personalities might respond well to direct and concise feedback that emphasizes results and outcomes. On the other hand, individuals with a steadiness personality might appreciate a more collaborative and nurturing approach that recognizes their efforts and contributions to the team. By customizing feedback based on these preferences, managers can ensure that their messages are received positively and constructively. 

Recognizing Motivational Triggers

Motivating employees requires a keen understanding of what drives each individual. Employees with an influential personality are often motivated by recognition and opportunities to collaborate with others. Acknowledging their achievements publicly and involving them in team-oriented projects can boost their morale and productivity. For conscientious employees, setting clear goals and providing detailed feedback on their progress can foster a sense of accomplishment and drive their performance. By identifying and addressing these distinct motivational triggers, managers can cultivate an environment where employees feel valued and empowered to excel.

Implementing Personal Development Plans

 Utilizing the DISC model can help managers create comprehensive personal development plans that cater to individual strengths and areas for improvement. By identifying specific training and development opportunities that align with each employee’s behavioral style, organizations can nurture talent effectively and enhance overall performance. Offering targeted coaching and mentoring programs can further empower employees to develop their skills and capabilities, ultimately contributing to their professional growth and job satisfaction.

 

Examples of using DISC style in giving feedback:

 

  • Dominance (D) Style Feedback:

“John, your ability to take charge and drive results has been instrumental in the success of the recent project. Your decisiveness and leadership have been valuable. However, at times, it’s important to ensure that everyone’s perspectives are considered to achieve the best results. Let’s work on fostering a more collaborative environment by encouraging input from all team members. This will not only strengthen the team’s cohesion but also lead to even more effective outcomes.”

  • Influence (I) Style Feedback:

“Sarah, your communication skills and enthusiasm have significantly boosted team morale and collaboration. Your ability to build relationships is truly admirable. However, it’s crucial to maintain a balance between socializing and task completion. Let’s explore strategies to manage your time more efficiently, ensuring that your energy is directed towards both building relationships and achieving project milestones effectively.”

  • Steadiness (S) Style Feedback:

“Michael, your commitment to teamwork and maintaining a harmonious work environment has been commendable. Your patience and reliability have significantly contributed to the team’s success. However, stepping out of your comfort zone and embracing change can further enhance your professional growth. Let’s work on exploring new challenges together and finding ways to effectively communicate your opinions, ensuring that your voice is heard in decision-making processes.”

 

  • Conscientiousness (C) Style Feedback:

“Emily, your attention to detail and commitment to maintaining high quality standards have been crucial for the team’s success. Your analytical thinking and systematic approach have not gone unnoticed. However, to ensure efficiency, it would be beneficial to trust your team members’ capabilities and delegate tasks when appropriate. Let’s work on finding a balance between ensuring accuracy and empowering others to contribute effectively, thereby fostering a more collaborative and efficient work environment.”

 

The DISC model is a valuable framework for understanding employee behavior, tailoring feedback, and designing effective motivational strategies. By integrating the principles of DISC into performance management processes, leaders and organizations can foster a positive work culture that promotes individual growth and collective success.

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IN GIVING EMPLOYEE FEEDBACK

To learn more about how the DISC assessment can help you and your team achieve greater business results, reach out to schedule a no-obligation discovery call.

Talent Edge Group is a global talent development firm that helps companies improve employee engagement and leadership effectiveness by empowering leaders with self-awareness and training them on essential management skills.