There I was, feeling angry, discouraged, lost and alone. Surprisingly, someone would be so mean to say my performance in the important customer meeting could have been better. I might have tuned out early, seemed uninterested, and relied on my team to cover for me. Still, it feels unfair to be criticized for it.
I reflect on the early years of my professional career when feedback like this felt like a knife through the heart! I always took feedback so personally that I avoided it like the plague. The leadership team wanted me to succeed.
They talked to me about my weaknesses and how to be more professional. They also helped me improve my performance. I felt overwhelmed by all of this.
Feedback helps us improve. It enhances our performance and life skills, making us better individuals at work and in our personal lives. We should create a culture of giving and receiving feedback to help individuals grow.
Many of us, including myself, may not realize how our behaviour affects others. Understanding this can help us improve and avoid negative impacts on those around us.
How we deliver feedback matters. It is important to ensure that the person receiving it understands it well.
Feedback should first be given in the context of the receiver’s genuine interest in improvement. Avoid punishing with points or “the stick”; instead, focus on being sensitive to the person’s needs.
Feedback should be clear and specific, using examples to help the person understand how others might view their actions. The behaviour that was exhibited should be described with some detail and any impact due to that behaviour that it caused.
It can be useful to show how different actions can lead to better results. Explain the positive effects of these actions. This should be based on what the staff member can do in their way.
Communicating effectively based on individual staff member styles is an important consideration. Four types of communication styles need to be taken into consideration: process, action, people, and idea. Depending on the individual’s dominant style, they are likely to be more receptive to one style than another.
Understanding your style and meeting the staff member’s style will make communication more effective.
Effective communication processes include setting up varied communication channels, which should be done regularly.
Team members should meet every 1 to 2 weeks. During these meetings, they can share their feelings and discuss any challenges they face. They should also address any issues or rumours in the office.
This practice helps keep communication open and supports the team. This helps maintain good communication and support within the team.
An open-door policy is important for staff. It allows team members to get help quickly when they need it, and this approach also helps address issues as soon as they arise.
A team meeting with local and remote workers is important. We need to discuss business strategies and reinforce our goals. It’s also a chance to motivate everyone with our vision. Finally, we can recognize good performance.
Joining company town halls is encouraged. This allows the manager and team to share their work and achievements with everyone in the organization.
As the team manager, you should build trust with each member. This will encourage open discussions and help address problems without fear of punishment. Staff need to feel empowered to perform their role effectively, with support from the manager.
Feedback should be given without judgment. It should encourage the staff member to find their solutions to problems. This approach is better than a mentor just telling them what to do.
The “GROW” method helps staff members identify their goals and understand what is keeping them from achieving them. Options are then discussed, and the team member decides on the best way forward.
The manager should listen most of the time. They should listen 80% of the time and only speak 20% of the time. This approach helps achieve good results and prevents the manager from forcing their ideas on the team members.
The manager should be attentive, mindful of what is being spoken, and aware of their own reactions. They should support staff and help them take responsibility for their tasks to achieve success.
Where disputes occur in the workplace, a robust process must be in place for effective and speedy resolutions.
All in all, we can use the workplace to develop our own and our team’s capabilities, maturity, and effectiveness. Feedback helps us recognize our weaknesses and shows us ways to improve ourselves. It is a valuable tool for personal growth.
