Switch up the format - Deepstash

Switch up the format

The problem in many businesses is that feedback is a one-way street. Bosses critique their subordinates’ work and that’s the end. Ensure everyone in the company gets — and gives — feedback through regular, standardized cadences.

Here are some recommended feedback cadences:

  • Boss to subordinate
  • Subordinate to boss
  • Peer to peer.

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MORE IDEAS FROM How to Create a Culture of Feedback

The struggle with feedback

Study after study report that the majority of managers today are terrible at providing feedback. Yet, we also know that regular feedback leads to improved employee engagement. 

Employees want more, effective feedback — but managers are terrible at providing it. So how do we reconcile this? Small, incremental improvements can happen by individuals resolving to do better, but the real impact happens when the entire culture becomes comfortable with feedback. 

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An organization must start by acknowledging its current state. If you don’t have a feedback culture, but want one, then say that. 

And, while you say it, recognize openly where you’re starting from, and acknowledge that some people may have had bad experiences. From there, commit to doing better.

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RELATED IDEA

Negative Feedback
Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.

To do it right:

  • Check how it will impact the individual
  • Make it guidance or advice
  • Be direct
  • Let it be an area of improvement information
  • Build a culture of trust.

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  • Strong emotions on both sides;
  • A focus on character rather than on behavior;
  • A lack of clarity about what needs to change and why;
  • Negative or critical feedback threatens not only our self-esteem but also our basic need for safety and security;

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The single best way to grow

For leaders at any level, the single best way to grow is to lead and then get feedback. It is to act and interact with your team and learn what can be improved upon through feedback. 

But there’s a problem with receiving feedback once you reach a more senior role. The nature of feedback changes — people tend to minimize any unpleasant or less-than-positive feedback or don’t want to offer you any constructive criticism at all.

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