Here we tell you everything: the when, how and why of a good feedback at work.
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During the year-end period, it's common to come across practices such as feedback sessions, performance evaluations, and other activities for analyzing and learning from the past year.
In our experience of enhancing our clients' organizational culture, we've noticed a need for more frequency in the feedback process, even though any time is always the right time to give feedback.
We are absolutely certain that this low frequency is only a small part of the bigger problem of flawed feedback practices that have been deeply ingrained in traditional organizational cultures.
As we approach the end of the year, you may have a feedback session coming up. And that's where we come in. ;) Here, we tell you everything: when, how, and why good workplace feedback matters.
Aspects that make feedback valuable
Feedback is a powerful tool. It not only improves engagement with the company culture but also reduces staff turnover by up to 14.9% . It helps us recognize our weaknesses and shows us how to act on them, making it an essential part of our growth.
And even better, if it's a practice carried out in a controlled and suitable space.
According to a study among 3,875 people from around the world, 74% of those who had received negative feedback were not surprised by the comments; they were already aware of their areas of opportunity. However, they failed to understand its severity or felt paralyzed in finding a solution. This demonstrates how proper feedback should come with a solution and follow-up to put us into action.
It is also important to note that feedback is only meaningful in the long term when it is connected to specific goals. This connection helps us understand and effectively apply the feedback we receive. By doing so, we can improve our performance and achieve our objectives.
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Consistent and thorough follow-up is key to making feedback conversations more valuable. According to a 2009 Gallup survey, when employees receive little or no feedback, four out of ten people feel disconnected from their organization and may consider leaving. This highlights not only the necessity of feedback but also the need for it to happen frequently.
Confusing performance evaluations with feedback sessions is a common mistake, as performance evaluations only occur once a year or at long intervals. It's important to understand that these evaluations and feedback sessions have different focuses.
While performance evaluations are focused on monitoring the fulfillment of goals, numbers, and objectives, feedback is about a specific conversation on improvements, best practices, and continuous development, both in areas to improve and to continue. As a result, feedback sessions should take place regularly to address specific events and make necessary adjustments within certain timeframes.
As previously mentioned, effective feedback not only provides a resolution or prevents future occurrences, but also continues beyond the session. It's essential to monitor progress, gauge how you feel while executing the action plan, and track metrics and reports if applicable.
It's crucial to allow the feedback recipient enough time to express their thoughts. The more attentiveness the listener exhibits, the more the recipient perceives the feedback as valuable, leading to a positive perception of the feedback itself.
Asking for feedback
Instead of waiting for feedback to come to us, we can make it a habit to actively seek it out when we feel it's necessary. This can happen after the completion of a project, whether successful or unsuccessful or after a crucial period in the company. Here's a recommended approach to asking for feedback:
Listening to our feedback
Now that we have ensured that the session we requested is a safe and non-judgmental space for complete honesty, let's delve into some steps to optimize the listening process for maximum benefit:
The way we approach feedback conversations often causes more problems than it solves. In reality, feedback is crucial for growth, and we should make a habit of giving and receiving it often.
Many people feel anxious about receiving feedback at work. However, having clear expectations, goals, and a sense of what is achievable can help reduce this anxiety. By doing so, we can improve our performance, skills, and behavior by taking constructive feedback on board.
In our course "Difficult Conversations for Businesses," we have various tools and activities to prepare for a productive feedback session without anxiety and with a genuine focus on continuous improvement.
If you want to know more about our courses, workshops and private events for companies, please contact us by filling out this form.
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Let's transform our perception of failure and use it as a catalyst for growth.
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