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How to create a culture of feedback

You have probably already noticed that the culture of “feedback” does not exist in many organisations. This comes with a cost, which is always undesirable in any organization. As a manager who has always believed in the importance of feedback, I will describe some simple yet effective steps that any leader can use to create such a culture within any organization.

Start with yourself. This is by far the most important and effective step. You need to lead by example. A leader should set a good example when he receives/gives feedback. When giving feedback, you should be considerate, honest, direct and constructive. When receiving feedback, you should be open, accepting and thankful.

Avoid giving destructive criticism. Avoid being defensive when receiving feedback. This simple advice might sound like common sense to you, and it is!

There is positive feedback, but there is no "negative" feedback. Feedback can be used in two situations: the first is when an individual does something commendable and feedback is given to emphasize, praise and encourage such an act. Usually, people refer to this as positive feedback.

The second situation is the opposite: where one gives feedback to correct negative behavior or actions. Usually, people refer to this as "negative" feedback. However, I discourage the use of the term “negative” feedback; a leader should use different terminology such as "area of improvement" feedback. The word "negative" will make people defensive instantly and automatically.

Be brave, give feedback to your boss. Do not hesitate to give feedback to your direct manager. Do not assume that he will not accept it because he is in a superior position. Again, you should be considerate, honest, direct and constructive. If he is doing something you like, tell him about it. If he has something to improve upon, also tell him about it. You owe him this anyway!

Accept feedback from your subordinates. Many times, those working for you may see something that you do not see. Be open and accepting. Thank them for doing it and if the feedback is not clear to you, ask for more details and examples. Promise them that you will take their feedback into consideration. Ask for feedback again to see if you have improved or not. This will encourage them to be better feedback givers/receivers.

Life is a never-ending learning experience. Feedback is a great way for employees to work together to improve themselves on both a personal and professional level. It is free of charge. Do not be afraid to use it and spread it in your organization.

Author: Rami Madadin

Article was used from the LinkedIn website click here

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