The Predilection for Feedback and the Apprehension in Providing It: Insights and Reservations
In the August 2022 issue of HBSWK, an article titled "Why People Crave Feedback-and Why We're Afraid to Give It" shed light on the importance of feedback in the workplace and the challenges that often prevent it from being delivered effectively.
Agile leadership, a key approach in today's fast-paced business environment, requires leaders to exhibit certain essential behaviours, including aligning and empowering, learning continuously, and acting on feedback. However, the gap between employees' desire for feedback and managers' willingness to provide it is a common issue.
Managers may view feedback as a one-way monologue rather than a two-way conversation, leading to reluctance in offering feedback that could prompt uncomfortable discussions or reveal issues they feel ill-equipped to address. Additionally, fear of negative reactions from employees and concerns about damaging morale can make managers hesitant to engage openly in feedback exchanges.
On the other hand, employees crave regular, meaningful feedback to understand their performance, improve, and feel valued. When managers withhold feedback or provide it infrequently, employees experience a disconnect that harms engagement and productivity.
To encourage more open feedback in the workplace, several strategies can be employed. Shifting feedback from monologue to dialogue by encouraging managers to ask open-ended questions and truly listen to employees' perspectives is crucial. Normalizing ongoing feedback through regular check-ins or quick chats after projects can also help reduce surprises and keep performance aligned with goals.
Creating a culture of safety and trust is essential, with leadership modelling vulnerability by actively seeking feedback and creating an environment where employees feel safe giving and receiving feedback without fear of negative consequences. Training on giving and receiving constructive feedback can help all team members participate more confidently.
Well-crafted feedback questions aligned with organizational objectives can provide meaningful insights and reduce ambiguity. Incorporating anonymous feedback options can also encourage honesty and inclusiveness. Recognizing and rewarding feedback engagement can reinforce its value and encourage continuous improvement and accountability.
By implementing these strategies, organizations can narrow the gap between employees' feedback needs and managerial willingness to deliver, creating a more dynamic, engaged, and high-performing workplace. It's important to remember that focusing on the discomfort of delivering feedback can underestimate its value to the recipient and overlook its impact on the event. Knowing that someone is paying attention and offering help to improve performance can be most rewarding.
Encouraging feedback by taking on the perspective of the potential feedback receiver could be a potential way to increase feedback in the workplace. Managers who are hesitant to give feedback should consider if they would like to receive it if they were in a similar position. Collaboration is key in today's age, with team members being chosen from across disciplines for better coordination. A McKinsey survey found that managers felt candid feedback is critical to career development.
In various experiments, it was found that people prefer to remain silent, even in situations where they have little to lose. However, by fostering a culture of open dialogue and continuous learning, organizations can empower employees to grow, innovate, and drive success.
In the realm of agile leadership, promoting open dialogue about feedback is crucial for fostering relationships that are built on mutual understanding and growth. Encouraging education-and-self-development through constructive feedback empowers employees to excel, not just in their professional lives but also in their lifestyle. A culture that values continuous improvement, built on trust and vulnerability, can lead to more engaged employees and improved productivity, thereby driving overall success in the organization.
