If you were doing something wrong, or something that could be improved, would you want to know about it? Most employees would quickly answer “yes” to this question. Then why do we sometimes struggle with the feedback process? Many fear upsetting co-workers, supervisors, or direct reports. The fear of the unknown or the conflict that may develop makes some employees steer clear of anything even remotely connected to the feedback exchange.
Feedback does not have to be a confrontational situation, often I suggest to organizations to think of it as a conversation, not a confrontation. Organizations that develop a culture of effective feedback, both giving and receiving are typically higher performing organizations when compared with those that do not. In some organizations feedback is abundant, in others we have to dig deep to get the feedback, and in some cases we may have to self-assess and provide our own feedback.
One key element of the feedback exchange is to create an atmosphere of providing feedback that focuses on helping the recipient succeed. Feedback should not be about an opportunity to humiliate, devalue, or disrespect a fellow employee, it should be about helping them succeed. High performing organizations utilize feedback systems that allow the process to go upward, downward, and horizontally throughout the organization, it is not just about supervisor to direct report.
Do you utilize effective feedback systems in your organization?
Thanks for the post Dennis. Feedback is so important and a few things that factor in are being sure the person giving it in your organization is trained to do it well, that it is a two way street and will be received as well as given, and that feedback received is followed by some action. If there is not an action plan to follow after feedback it is really nothing more than an opinion.
ReplyDeleteExcellent points Jen. So many organizations shy away from the feedback process or when viewing it as a performance review simply go through the motions only. I believe the organization culture needs to subscribe to the feedback process. Training can make a very big difference in solidfying the "why's" of feedback and helping individuals to effectively give and receive feedback.
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