FEEDBACK – A DEFINITION
Information about reactions to a product, a person's performance of a task, etc. which is used as a basis for improvement.
A screeching or humming sound resulting from the return of a fraction of the output signal from an amplifier, microphone, or other device to the input of the same device.
In this #weeklydigest were talking about definition number one!
How often do you give constructive feedback? How often do people feedback to you?
According to Harvard Business Review, 72% of people feel their performance would improve if their managers provided corrective feedback. In fact, the same survey found that 57% of people prefer corrective feedback to purely praise and recognition.
“We all need people who will give us feedback. That’s how we improve.” – Bill Gates
FEEDBACK IS VITAL IN THE WORKPLACE.
Whether it’s from customers on your product/ services or colleagues about the way you work/ perform in your job, without feedback how can we expect to learn, grown and make improvements. It’s a vital tool to support a high performing team. It opens communication channels improving colleague working relationships and employee engagement.
“Feedback is the breakfast of champions.” – Ken Blanchard
There are lots of ways to give feedback; 121 coaching, official appraisal, and 360 reviews are the main ways your probably thinking about as you read this blog. Whenever and how-ever you give feedback, a couple of things are really important in preparing to get the best, most positive outcome from the interaction.
Timing, pace and place
Positive thoughts – look for the best in people.
Does everyone understand the standards you have set and expect
There are several models to help you keep focused on the task to help you achieve a great colleague interaction every time you feedback
EAC - Evaluation/Appreciation/Coaching
SBI - Situation/Behaviour/Impact
IBICC - Intent/Behaviour/Impact/Curious/Conscious choice
The internet is full of information about feedback models, so I’ve not gone into too much detail here. Let me know if you want more info. I have a whole workshop on the models and how to build a culture of feedback in your work place.
Moving on, often what puts us all off from giving feedback is the reaction of others; The person becomes defensive and challenges you. They are shocked and angry, or become emotional and argumentative. They are non-committal and reluctant to accept your input. Not many of us like conflict with colleagues and so we’d rather keep a false harmony than take the time to feedback in a proper and caring way. The HEAR model below helps you when individuals respond negatively to your feedback.
HEAR - and articulate their reaction in a non-judgemental way.
EXPLORE - what’s driving their reaction?
ACKNOWLEDGE - and validate what you hear the person saying.
REFOCUS – the individual about what’s true about the feedback and what they can do about it.
KEEPING ADDING TO THE POSITIVE EMOTIONAL PIGGY BANK.
BL Fredrickson said there is a tipping point where teams become high performing, flourish & build resilience. When positive emotions outweigh negative emotions at a ratio of 3 to 1 people begin to flourish.
There is also some actual chemistry in our conversations with each other. When we face criticism, rejection or fear our bodies produce higher level of cortisol – the chemical shuts down our thinking brain & activates fight or flight mode – we become more reactive & sensitive. Positive comments & conversations produce a chemical too – oxytocin – a feel good that raises our ability to communicate, collaborate and trust others.
“Make feedback normal. Not a performance review.” – Ed Batista
Final Thought - LOOK FOR PEOPLE DOING THINGS RIGHT.
To develop a high performing workplace, you must build/ encourage a feedback culture. That means feedback needs to happen more than once a year. It needs to become second nature. Like breathing, it’s a fundamental activity that keeps the workplace alive.
Feedback is really important to #teamNRG. We spend a lot of time thinking about it, doing it and encouraging others to do it.
So please do send us your feedback - about these weekly digests? About how we work with you? About our social media? Anything really.