In business, the fear of receiving feedback happens on both ends as a team leader and employee. Often the fear of feedback is due to receiving negative criticism and hurting one’s self-esteem or feeling weak as an employee.
On the other side, a few high-level executives have claimed to give feedback as a waste of time, unleashing drama and hurting productivity, while others choose an excuse for not being trained enough for giving proper feedback. It’s unfortunate because most career-oriented people require regular feedback to improve their skills and advance their careers. The fear of feedback has outplayed all, and now, giving and receiving constructive feedback has become a significant challenge in the corporate world.
Moreover, the importance of feedback in any organization can’t be overlooked. These little nuggets of feedback have the power to change the fortune of any organization. It provides a sense of engagement and interactivity to employees, helps them access their current performances, and builds confidence. We must remember that when people sitting on both sides can embrace feedback, productivity and performance are guaranteed to improve.
How do we remove the negative connotation of feedback being a negative act to include in monthly or weekly team meetings?
We need a proactive approach based on a growth mindset to overcome the fear of feedback. The mentality on which each member of an organization is willing to put his 100% effort into learning and constantly improving his skills.
- Initiate a habit to provide feedback in the workplace
To create a growth mindset approach, the first and foremost thing you have to do is generate feedback as a habit. As the habit forms, people become more at ease to express their input which eventually leads to better professional development conversations. Start by incorporating feedback sessions in team meetings. Then over time, begin increasing the number of feedback sessions your organization conducts.
- Highlighting efforts in feedback in the organization
Feedback has to be constructive. As a manager, you can replace negative feedback terminologies with developmental feedback. You can highlight the employee’s efforts and positive behaviors. Experts believe that feedback becomes more meaningful once it highlights someone’s hard work.
- Inspire a two-way conversation
Next, encourage a two-way conversation. A two-way conversation is crucial for developmental progress. Always end your feedback with a question. Ask questions like – what do you think you can improve on? Are there any skills you would like to work on? How could we help you to improve your craft?
- Understand feedback value
One way to increase the value behind feedback with your team is by providing examples and studies showcasing short and long-term feedback value. By providing proof of astounding positive results and how it may improve each employees’ career path, they will feel motivated to participate.
In closing, to overcome the fear of feedback from both sides, as a manager and an employee takes time. By practicing shifting your mindset to believing the potential there is by acting upon giving and receiving feedback will not only boost employee morale but also prove how much you care for your team.