Giving and receiving constructive feedback - both acknowledging and developmental - on behaviors and performance, at every level

Employees of all levels and roles see ways in which the workings of the company can be improved but there may not be a safe and open climate for them to speak up and give constructive feedback to leaders and to each other. This often results in ‘organizational slack’ where individuals, teams and the whole organization operates well below optimal levels of potential. This leads to less willingness and motivation to improve processes and ways of working. We believe this is choosing to underperform. 

Developing a robust full circle feedback culture requires leaders to be coaching for better performance and behaviors as an intrinsic part of their role. 

Working on the following five behaviours enhances the creation of a culture of feedback in organizations:

• Being Constructive - The way I give feedback is positive and forward focused
• Acknowledging Feedback - I provide acknowledging feedback to affirm and reinforce good practice
• Developmental Feedback - I proactively provide developmental feedback to others
• Seeking Feedback - I ask others for constructive feedback to improve my performance and impact
• Acting on Feedback - I accept feedback well and act on the feedback I receive