How often have you heard that feedback is a gift? There are often tips and articles out there of techniques on how to give feedback, but there is less information on how to actually receive it in a similar “gift-like” quality. The gift in receiving feedback is that we have the opportunity to gain an awareness of how we are being perceived by others; and we may not have insight to this unless we are willing to seek it.
Have you thought about the type of environment you create in inviting feedback into your “home?” Home can be defined as the workplace, a relationship between two people, or the environment and culture that you establish as a leader.
We all have a choice to receive feedback in a way that is open-minded and perhaps may take us by surprise. Before soliciting feedback from others, it’s important to reflect if you are truly willing to listen to their perspectives and then act on it. The other important thing to keep in mind is whether there is trust established, in order for others to give honest feedback–positive and constructive. Both parties have to practice vulnerability in sharing and receiving the information. Lastly, if managers are asking for feedback from their staff and it is not acted upon, it may cause staff to feel unheard or disappointed. To learn more about how to get feedback from your staff, check out this practical and quick article by Executive Coach Esther Derby.
We asked some of our GO BIG team members (some managers and front line staff) of what allows them to fully receive feedback and then act upon it. Here’s what they shared:
“Having trust in the person giving me feedback. This allows me to be a better person and professional.”
“Understanding that my slip-ups aren’t failures, they are learning opportunities. Letting go of the notion of perfection has also been key.”
“If I trust the motive and have asked for the feedback from the person. It’s helpful when the feedback can be immediately used to solve a challenge I’m having.”
“Hurt feelings might be part of the process, but understanding that I will get over the sting and likely learn a thing or two if only I let myself.”
“If the person has taken the time to build a positive working relationship with me, and I see them as someone who is being honest and trustworthy. This approach eases the impact, if any.”
Here are 3 tips that you can do today to receive feedback from others:
- At the last 5-10 minutes of a meeting, ask participants (on a scale of 1-5 ) how successful the meeting went in regards to decisions made and actions required. This will give you a quick pulse of any unanswered questions people may still have.
- Managers can contact any of the L&D consultants (David Atwood, Annalyn Cruz, or Erin Wixson) to gather anonymous feedback from their staff and synthesize the feedback.
- In your next 1:1 with a staff member, ask for feedback in regards to how you can make the workplace culture better for them. Try by the following week to make a behavioral change that addresses their perspective.