Taking Opinions Out of Feedback
Giving and receiving objective, genuine feedback strengthens teams
One of the most challenging aspects of building a powerful team for many leaders and their employees is how to provide feedback and conduct reviews that actually provide valuable information to help strengthen each individual and the overall team.
I’ve talked with many employees who feel like the feedback systems at their organization simply don’t provide frequent or sufficient information for them to improve their soft and hard skills nor do they help them achieve desired outcomes. It’s a tragedy when people aren’t empowered to execute their responsibilities and continually grow.
Unfortunately, the current way feedback is provided is often ineffective and based more on personal opinions and preferences. And feedback can often feel like an attack or threat rather than genuine offers for assistance in improving the recipient’s abilities.
While many companies do things like 360 reviews that ask for input from many teammates, often the feedback delivered to employees can seem subjective and focused on getting the employee to conform to certain organizational norms. Learning to work how a particular employer prefers is fine for a time, but is it really helping that person develop themselves outside of a narrow role defined by one person?
As a conscious leader, the question then becomes, “How can I create feedback that isn’t based on personal opinion, but objective qualities that will concretely help my team member develop themselves not just for this role, but all future roles?”
Conscious leaders understand that beyond just building tactical skills necessary to do a job, their teams need to be nurtured holistically. Every individual is different and therefore needs individualized coaching and feedback. And the feedback should be integrated into everyday interactions through coaching conversations between teammates.
Here are some things to consider as you provide conscious leadership for your team:
Is your current feedback process effective? Do a survey and ask your team if the feedback is helping them. If not, what can you do better?
Is feedback based on personal perspectives, or are there objective goals and measures that can be used?
Is each employee receiving feedback how and when they need it in order to help their overall growth?
Do I ask my employees what kind of growth they desire and then make sure the feedback aligns with those goals?
Do employees feel like their job security is based on the current feedback process? If so, how can you make feedback more about growth than job security?
Are employees empowered to ask for the feedback they need?
Is feedback tied to job performance? Or is it tied to overall goals you and each employee have agreed upon for their role or long term career?
How can you build feedback that not only improves immediate performance, engagement and team integration, but helps each team member think long term about their career trajectory and life goals?
How can you build coaching into every interaction so teammates are helping each other continually improve?
There’s no perfect or “right” way to create feedback systems. It truly is based on your team and its needs. In fact, feedback could look different for each person based on their unique desires and goals. Working with your team on their personal and professional growth will set them up for even greater success and therefore impact.
It’s beneficial to have consistency across feedback because it helps the team get on the same page about providing and receiving observations. You can build such a process for your team and turn feedback into a true growth opportunity for everyone involved.
This week I am so grateful for the readers of this newsletter. I appreciate your feedback and insights each time I send out the latest edition. I wish you and your loved ones a very happy Thanksgiving.
Work happy. Live happy. BE happy.
Meredith
The way we work and build teams is rapidly changing. Leaders often feel unprepared to navigate the transition. As a conscious leadership coach, consultant and communicator, Meredith helps leaders and their teams create new ways of working and relating so they can prepare for the future by consciously co-creating it.
Contact her to develop your conscious leadership and transform your organization into the workplace of the future.
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