Feedback - A Developed Skill

Do you like getting feedback?

Do you like giving feedback?

Feedback is our greatest mechanism for growth, but for many it is a major source of anxiety. Whether it’s the sinking feeling when our partner says “we need to talk” or the the annual appraisal with our manager at work. We are often filled with a feeling of impending doom whenever we are about to receive feedback.

Similarly when someone asks for feedback, there is a similar feeling as we wonder how much to give and how not to upset the receiver.

It all stems from our fear of not being good enough. Not meeting the expectations and being told that you haven’t by someone else, especially if that person is in a position of power and influence.

However, what if we could change that fear and expectation to an acceptance that this is a great opportunity to grow. To develop in new areas and realise that there isn’t an expectations that you are 100% perfect in everything that you do. And everyone else is just as fallible.

Most people want to develop in their job but feel that the feedback they get isn’t helping. What we need in the workplace, and socially for that matter, is an environment where feedback is an accepted part of life and welcomed by all so that they grow and develop new skills.

As a leader, it is important to create such a culture so that everyone in the team is comfortable about talking to each other and giving and receiving feedback.

How do you go about creating this environment in the workplace?

• Ask for feedback of your team.

• Start small - ask about their opinions on the office layout, or what they think about the attributes of the company car (if they’re lucky enough to have one).

• Stay clear of personal slants or gossip type topics. Keep to the facts.

• Talk about specifics rather than generic topics. How do you think I could have improved today’s meeting? Rather than “How am I doing as a manager?”

• Frequently ask for feedback. Small and often rather than waiting the end of their 6 month appraisal.

• Develop a habit and encourage it to spread. When they see you frequently asking for feedback of them, they will open up and receive it as part of the workplace culture.

• Make the feedback about how and what. Avoid asking why, as this can sound confrontational.

• Encourage the CEO to ask for feedback from people and be seen doing it.

• Reward people for their feedback by showing that it has been considered and implemented. If it isn’t implemented, feedback to the person why.

Feedback is, or should be a natural process in life, but how to do it well is never discussed. Developing good feedback practices can make an incredible difference in your life and the lives of those who you interact with.

Check out the InteChange website for more on the Leadership Toolkit, and for more on making your workplace a psychosocially safe environment where feedback is welcomed and how this will deliver better KPI results and service performance.