Drive by Friday

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Drive by Friday –

FEEDBACK IN THE WORKPLACE MATTERS

What do you think?

Today, it’s rare to get honest feedback or even to give it for that matter. Most people just want praise instead of hearing what they need to improve on or listening to constructive criticism that could advance their progress. This applies in both the work environment and personal situations (in Drive by Friday, I’ll relate this to the workplace).

People struggle with criticism unless they’re expecting it and then there are those that don’t handle it so well. Quite often we sugarcoat things to avoid hurting feelings and steer away from creating uneasiness in the workplace.

I think about feedback a lot as a recruiter and how to deliver it constructively and diplomatically. Quite often candidates have failed terribly in an interview situation and then I have to give them the feedback. I have always believed in giving honest feedback and providing ideas on how to improve their process. It’s ok to be honest, to learn from mistakes but it’s also important to provide some insight how to do things better if faced with the same situation again. We can’t learn from our mistakes if we don’t know what they are or the best way to fix them.

Here's some examples of soft v honest feedback…

Soft Feedback

“You’re doing well, but it would be nice if you could push the project forward”.

Honest Feedback

“You’re good at what you are told to do, but I need someone who can take charge of projects without constant supervision. I’m here to help you grow, but I need more initiative from you. Are you able to step up?”

Both indicate the same thing, but the honest one gives clear direction and expectation. Sadly, we rarely give this kind of feedback because we are scared of upsetting people. It’s how we also deliver the feedback that is important (diplomacy helps).

So, how do we fix this?

It starts with hiring. Candidates need to know we value honest communication and expect them to take feedback well. Those who handle it during interviews are more likely to thrive in a culture that values growth over ego.

For existing employees, leaders need to lead by example. They should show they’re open to feedback themselves and train others to give it constructively. Coaching and mentorship programs can also help. They give employees support and examples to help them embrace feedback for personal growth.

Sure, it takes time and effort but companies that embrace honest feedback build a culture of trust and growth. Employees see the value in open communication, making the company stand out as a place where people can truly grow.

Giving constructive feedback involves a delicate balance between pointing out areas for improvement and providing encouragement. Here are some further ideas on giving constructive feedback:

Be specific – provide clear examples
Focus on behaviour, not personality – feedback should be around actions and/or behaviour
Use the “sandwich” approach (positive-constructive-positive) – start with the positive
Be timely – provide feedback as soon as you observe the behaviour
Offer solutions – suggest actionable solutions
Encourage dialogue – feedback should be a two-way conversation
Be empathetic – show empathy and understanding while still addressing the issue at hand
Focus on growth – emphasise the potential benefits of growth and development
Follow-up – check-in with the individual periodically to see how they are progressing
Seek feedback yourself – encourage recipients to provide feedback on your feedback
Refine your approach based on different situations and what will work best for the situation