Both sides of the desk fear feedback in an organization, and employees are terrified that constructive feedback could lead to criticism. In employees’ camps, there is a strong belief that they have to face their own medicine once they can’t match the management’s expectations. Some employees fear that criticism could hurt the fragile egos of their managers. It’s a fact that 50% of the time, employees experience adverse outcomes to their feedback.
Bosses, on their part, have different reasons. Some believe it’s just a waste of time; some think it will unleash drama and hurt productivity, while others choose an excuse for not being trained enough for giving proper feedback. The fear of feedback has outplayed all, and now, giving and receiving constructive feedback has become a significant challenge in the corporate world. That’s unfortunate because most career-oriented people require regular feedback to improve their skills and advance their careers.
However, 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, more productive performance conversations are guaranteed.
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. Now the question arises, how to create the approach?
Making feedback into a habit in an organization
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.
Highlighting efforts in feedback in the organization
Feedback has to be constructive. For instance, 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
Try to encourage a two-way conversation. 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? Are there any skills you would like to work on? How could we help you to improve your craft? ….
Understand the actual value of feedback
Try to understand the actual value of it. As experts believe, the only way to see a change in any organization is through constructive feedback. Imagine it for a moment; how could you expect to find a positive difference in someone’s attitude without allowing them to know about their present attitude.
Practicing the skill
Giving and receiving feedback are skills that one needs to practice regularly. Like any skill, practice makes perfect. Yes, it requires time, but it is well worth the dedication and investment.