Establishing a Feedback Culture

 "Establishing a Feedback Culture"   
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Besides a performance review, when was the last time you received feedback from a peer or boss on your daily work communication skills?  

When was the last time you asked for feedback after holding a meeting or delivering an important presentation?   ..Never?!

Recently I was invited to facilitate a team building event with  50 Top Talent Managers from the APAC region.

During a debrief session at the end of the day, 3 team leaders from the 50, were chosen to put forward thoughts on what they had learnt from the day and how they would apply it back to the work environment.

Manager 1: Spoke passionately for 15 minutes -10 minutes over the suggested 5 minute guideline. Manager 2: Used some great examples to support his learning experiences but spoke so softly that no-one could hear.
Manager 3: Good structuring and signals but it was very fast, contained many colloquial expressions and was delivered with a very thick accent.

The above 3 leaders had a combined work experience surpassing 100 years. However without feedback who is going to tell them their strengths and improvement areas?

If you think about the basic definition of communication, turning information into understanding, it would be like selling something but never speaking to your customer after you have sold it.

Maybe we buy into the no news is good news mentality? I would disagree.

Benefits of feedback;

1. Personal development – increased self-awareness
2. Enhance staff morale
3. Increased sales & financial turnover
4. Reduce staff turnover
5. Increased creativity and idea-creation
 
So if feedback is so important, then why are we reluctant to go out and get it?

1. Safety and Trust - To deliver and receive feedback we need to feel safe

Note: The higher we buy into a feedback culture the more chance it has of succeeding. That means that management have to lead the way.

2. Fear of Negative Feedback

Here we need a change of mindset and learn to accept feedback -positive or negative. Fail forwards. 
Learn from failures. Click here to see how Roche celebrate failure

3. Lacking Feedback Skills

With a number of feedback models out there some people may be confused as to the best approach to deliver feedback.

Note: Next session of Advance HR we will talk about how to deliver feedback effectively

Some final thoughts

Don’t wait for feedback. Go out and get hungry for it. Ask your manager during a coffee in the pantry how your meeting went. During lunch, ask how he/she thinks you could improve for your next presentation.

Try to encourage feedback in your office: Feedback boards, have awards for both success and failure.
Set aside time after meetings and presentations for communications feedback.