According to numerous Gallup studies, employees who receive frequent feedback are more engaged at work than those who don’t.
However, the effectiveness of feedback depends on who is giving it and how it is delivered. Employees may not be open to feedback that is unsolicited or given by someone they don’t have a relationship with or don’t trust. That feedback often has little impact on behavior and can be counterproductive, demotivating employees instead of encouraging them.
In my experience working with business leaders, I’ve learned that feedback is best received when it’s offered by a respected colleague and when the leader seeks it out himself or herself. When we choose to receive feedback, we’re being accountable for our work, and we’re more likely to do something with that feedback.
I challenge leaders to do this exercise to learn how to seek feedback and put it into practice effectively. It requires some vulnerability, which is an important leadership quality:
- Invite feedback from colleagues who can offer objective input on your strengths and blind spots. Don’t just reach out to your biggest fans, but do consider people with whom you work closely and whose opinions you value.
- Receive the feedback with curiosity and with your growth in mind. Avoid overreacting; remember this is their perception of their reality, and that all feedback has value and offers an opportunity for self-reflection, even if you don’t agree with it.
- Follow up with and thank the people who took the time to provide you with feedback. Let them know the specific actions you plan to take as a result of their comments. By publicly committing to these behavioral changes, you are more likely to follow through with them.
- After implementing your new behaviors, circle back with your colleagues. Ask them for their observations and if they’ve noticed improvements. Because you’ve already shown that you value their honesty, they can serve as your accountability partners as you put these changes into effect.
While the ability to receive feedback is certainly important for members of company leadership, this can be a productive exercise for any employee at any level.
Seeking and utilizing feedback gives you an opportunity to build relationships and make personal improvements, and it inspires those around you to do the same.