Full Circle Feedback
Seeking Feedback
"We all need people who will give us feedback. That's how we improve"
- Bill Gates -
Getting feedback is important for developing self-awareness – after all, this is often the only way that you can find out about issues that you may not be able to face directly. When you ask for feedback from the people around you, this gives you a chance to see your behavior from their point of view. What is more, it can help you identify weaknesses that you cannot see, or that you would prefer to ignore.
Taking Responsibility for Your Performance
It is time for Scott's performance review – he walks in confidently, and he is expecting praise for all the hard work that he has been putting in. However, he is devastated when his boss starts criticizing the quality of his work. Not only is she unhappy with Scott's performance, but she is also considering taking away some of his responsibilities.
Does this scenario sound familiar? Have you been on the giving or receiving end of this story?
Surprises like this are more common than you might think. If your boss or your clients were unhappy with your work, they would tell you, right? Well, not all the time. Therefore, it is so important to be proactive about getting feedback. We will explore how to ask for feedback, and how you can learn from it.
TYPES OF FEEDBACK
There are two types of feedback:
- Acknowledging Feedback - feedback provided to reinforce, encourage, appreciate a particular action or behavior. It supports the maintenance of good performance and desirable behavior.
- Developmental Feedback - feedback is given to correct or bring attention to a particular action or behavior that has been found ineffective or inappropriate. It can be used when you want to help someone do something better or raise their general capability.
BENEFITS OF FEEDBACK
To improve your skills and grow professionally, it is essential that you get feedback on your work – you cannot fix something that you do not know is broken!
Feedback can help you to improve your performance and boost your personal effectiveness. On the other hand, not getting any feedback can make you think that your contributions are not valued or noticed. This can make you question the importance of the work that you are doing and your overall competency. It can also damage your morale and self-esteem.
Therefore, it is important for you to take the initiative in asking for feedback, especially if the people you need it from are not offering it regularly. An additional benefit is that when you ask for feedback, you do it on your terms. You are mentally ready to hear the good and the bad, and you are open to working hard to improve.
OVERCOMING A FEAR OF FEEDBACK
Asking for feedback can be a bit intimidating because you are opening yourself up to criticism. This can be difficult at first. You can overcome this fear by adjusting your mindset. Remember that no one is perfect – all of us make mistakes, and there's always room for improvement. In this respect, you are the same as everyone else in your organization.
But it takes courage to admit that you are not perfect. As such, if you ask for feedback, you have already put yourself a step above the majority who do not.
WHO TO ASK FOR FEEDBACK?
The most obvious person to ask for feedback is your boss. However, they are not the only person who can give you useful feedback. Your colleagues will have some great insights into your performance. They notice things about your work that you and your manager might overlook. You can offer to provide them with feedback in return.
You can also ask your customers for feedback. This shows them that you care about your relationship and the work that you do for them. It also gives you a chance to address any issues before they lose confidence in you and take their business elsewhere.
HOW TO ASK FOR FEEDBACK
Step 1: Consider the Timing
Step 2: Be Specific
Step 3: Be Graceful
Step 4: Really Listen
1. Consider the Timing
First, think about why you want feedback, so that you can time your request appropriately. For instance, do you want feedback on your overall performance, or on a specific project, task, or event?
If you need feedback on overall performance, then you can ask for it at any sensible time. However, if you need feedback on something specific, such as the meeting you just led or the report you just submitted, it is most helpful to ask for it right after the event takes place. This immediacy will ensure that you get the most accurate picture of your performance.
2. Be Specific
Whenever you ask for feedback, be as specific as possible. Broad questions such as "How am I doing?" will receive general answers. You will get better feedback by asking specific questions such as "Have my weekly reports been as thorough as you want them to be?"
You can also ask for a specific action to take. For instance, you could ask, "What's one thing I could do, in your opinion, to improve my work?"
If you are unsure about why the other person is giving you a specific type of feedback, or if you feel that person might have jumped to the wrong conclusions, then ask further questions. It is important to clarify any feedback while the person is giving it; if you do not, you will just stew over it later, and may even jump to some incorrect conclusions yourself.
3. Be Graceful
If you receive negative feedback, it is tempting to provide an excuse for your behavior or to point the finger of blame at someone else. Therefore, it is important to learn how to handle feedback with grace. Remember, you asked for this opportunity to improve! Be open and diplomatic in your responses and thank the other person for their time and effort.
4. Really Listen
When you receive feedback, you might instantly start thinking of excuses to explain your behavior, or you might start planning what you are going to say when the other person has finished speaking. Try to listen in detail when receiving feedback. Use Active Listening so that you get the full attention to what the person is saying.