When Feedback Goes Right... (And How to Get It Right!)
I’m sure you’ve heard the term “feedback” tossed around a lot, especially from us folks in People & Culture. Gosh, do we love good feedback skills! But we also know that not everybody has the inherent knack (or comfort) when it comes to giving and receiving feedback gracefully.
When feedback goes right, though? It’s magnificent.
SO HOW DO YOU DO FEEDBACK RIGHT?
Well, for starters, it is a process and it’s not something implemented overnight. It takes time, it takes trust, it takes follow-through. With regular candid feedback, high performers can become truly outstanding performers.
With regular, consistent, quality feedback, you can:
Increase the speed and effectiveness of your team
Create crystal-clear expectations
Help your team learn from their mistakes and, more importantly, build their confidence, both in their skills and in their team!
In Kim Scott’s book Radical Candour, she explains how caring personally for the receiver of your feedback can improve the effectiveness of that feedback and your overall relationship with that person. Imagine the other person: how would you want to receive feedback?
Let me be clear: Radical Candour does not mean you have the right to give unfiltered, brutal honesty or to be unkind - it means Caring Personally and Challenging Directly.
Here is an example (for someone you don’t have that established relationship yet): “You are extremely valuable to [Company Name], and even though we don’t know each other that well yet, I wanted to give you some feedback. Are you open to that?”
THE DISCONNECT BETWEEN MANAGERS AND THEIR PEOPLE
Feedback tends to flow easier from the top down rather than bottom up. Typically, managers are more prepared to give their directs feedback while directs rarely feel empowered to give their managers feedback.
This creates asymmetry in the feedback loop and can have effects like leadership being out of touch with reality, seemingly unexplained turnover, or other issues that “appear out of nowhere.”
Managers can contribute to a candid, receptive feedback culture by:
sharing the feedback you've received with your teams;
proactively soliciting feedback from your directs and peers;
practicing active listening when giving AND receiving feedback;
responding positively and with gratitude when you receive feedback.
BAMBOOZLED? WE CAN HELP.
This isn’t meant to be an exhaustive how-to. We know that giving and receiving feedback is a skill that usually requires some fine-tuning. We can help you there. Whether you’re looking for some leadership coaching to become a better manager or you’re looking for your whole team to brush up on their feedback and communication skills, we’ve got workshops that can be tailored to exactly what you need.
Plus, on November 17, we’re hosting a virtual learning session on “Feedback Done Right.” Click HERE to secure your spot today.
Ready to send your team to the next level? Let's talk. You can catch us at connect@reimaginework.ca.