In today’s fast-paced work environment, nurturing a culture of growth and development is critical for continued success. However, growth cannot occur in a silo; in order to grow we need feedback.
Feedback serves as a compass — guiding us, highlighting areas for improvement, and celebrating our successes. Yet the notion of feedback can sometimes be misunderstood or perceived as overly critical or negative. It’s time to shift our perception of feedback to see it as valuable guidance and support rather than criticism.
The Importance of Feedback at Work
Today's workforce craves feedback. In fact, according to recent Gallup data, 80% of employees who say they have received meaningful feedback in the past week are fully engaged. That is a powerful stat, especially when employers have seen a decline in employee engagement over the past few years, according to Gallup. As leaders, it's incumbent upon us to fulfill this need for growth and engagement if we wish to see our teams continue to thrive.
Consistency is key when it comes to feedback. We can’t provide it only when things don’t go as planned. We need to find ways to incorporate feedback into regular conversations within our teams. At 2RM, we hold weekly 1:1 meetings between every associate and their direct supervisor. This provides a structured opportunity to foster continuous and regular feedback. It’s also a way to make feedback part of the expected conversation on a regular basis.
Tips for Providing Meaningful Feedback
As with anything, practice makes perfect. I’d suggest starting in phases, beginning with positive feedback. It is often easier to deliver, and it will help to create a space of trust and connection with you and your team. Once that connection is established, all feedback becomes easier to share and receive.
Allow time for feedback that aligns with expectations, and make sure it happens regularly and is on the agenda for your weekly check-ins. We all have opportunities to improve, but we can’t do so if we don’t know where those opportunities are. At my desk, I keep a crumpled sticky note with words from Brene Brown: "Clear is kind. Unclear is unkind." As a team member, part of my job is to provide clear and honest feedback to my team, no matter what my role is within the organization.
Let's break down feedback into three essential areas:
Recognition and appreciation: By calling out and celebrating the wins each week, you begin to acknowledge the highs and create a trusted space for all feedback. Appreciation might look something like this: "Great job on that presentation! Your enthusiasm really helped to engage the audience."
Evaluation: Let people know where they stand and assess performance against expectations. This provides a consistent space for communicating expectations and seeing where opportunities lie, while also giving a consistent look at shifting our expectations. Example: “While you did a good job on the project overall, I noticed that some of the deliverables were turned in late. Let's work on improving the timeliness of those in the future.”
Coaching: As a leader, this is one key area where you can fully contribute to the growth of your team. If you are providing the wins and areas of opportunity, you can take the time to upskill your team and help them evolve in their roles. Coaching might sound like: "I think you have a lot of potential to offer with client relations, but let's work on developing your skills in presenting to help you find more comfort in owning the meetings so you can excel even more."
Another area to keep top of mind is unconscious bias. It impacts who you give feedback to and on what, and how you show up in those conversations — so awareness is critical. Before you go into any conversation, but especially a performance evaluation or coaching conversation, ask yourself, “Would I give this feedback to (insert someone else on the team, person of different background, etc.)?” Then quickly level-set with yourself to ensure that you are evaluating performance as objectively as possible.
Feedback serves as a compass — guiding us, highlighting areas for improvement, and celebrating our successes. Yet the notion of feedback can sometimes be misunderstood or perceived as overly critical or negative.
Lastly, sharing feedback is not a one-way street; it should be a reciprocal exchange. Whether you're a seasoned executive or a budding intern, feedback is essential for growth. We all benefit from knowing where we stand and how we can improve. And as a leader, it’s critical that you lead by example when it comes to receiving feedback. When someone gives you feedback, “Thank you for telling me” is a great initial response that can help continue the dialogue.
View Feedback as Empowering
Over the years, feedback has gotten a bad rap — one it often doesn’t deserve. Feedback is not just a necessary component of professional growth; it is a powerful tool that empowers individuals and teams to reach their full potential. By shifting our perception of feedback from criticism to guidance and support, we create an environment where continuous improvement is not only welcomed but celebrated. Let's embrace meaningful feedback as an integral part of our journey toward success to foster a culture of learning, growth, and excellence in our workplaces.
Are you interested in being part of a team that focuses on growth? Check out our job openings. And for more information about boosting professional development in your company, read our tips for finding useful conference takeaways that deliver ROI.
By Two Rivers Marketing
