Feedback is a gift with an expiration date. Once it’s received, it should be used or reviewed before it spoils the relationship. This was my final thought for a recent #SAchat that stemmed from a Twitter conversation with @Emma_Coomes about how it feels when our feedback seems to fall on deaf ears. The Oxford American Dictionary defines feedback as “information about reactions to a product, a person’s performance of a task, etc., used as a basis for improvement.”
How often have you felt like feedback was a gift? If you’re like most people, not that often. Gifts are meant to be given and received; “a thing given willingly to someone without payment” (Oxford American Dictionary). Giving quality, consistent feedback can lead to a more engaged employee. It’s part of the Leadership competency area in the ACPA and NASPA Professional Competency Areas for Student Affairs Practitioners joint publication. Taking it to the advanced level requires creating “a culture that advocates the appropriate and effective use of feedback systems (e.g., 360 feedback processes) for improving individual leadership and team performance.”
Daniel Patrick Forrester, founder of THRUUE Inc., writes how instant feedback he received over fifteen years ago still impacts his career. Getting direct feedback in an interview helped change how Forrester viewed himself and his strengths. But it all started with how he received the direct, in-the-moment feedback. Forrester writes, “I had two choices: get defensive or react with humility.” He chose humility and eventually got the job. The feedback continued as part of the value system of his supervisor and the culture of that organization. It wasn’t a one-side barrage of feedback but a mutual exchange. Forrester continues to embrace feedback as a cornerstone of the culture at THRUUE Inc.
According to OfficeVibe.com, “43% of engaged employees receive feedback at least once a week, compared to only 18% of employees with low engagement.” Accepting feedback is about looking beyond your own reality and seeing a bigger picture. Ask yourself, “is my perception of things their reality?” Whether you ask for feedback or not, it’s important to evaluate the information given and ascertain how it can be implemented to improve the working relationship and stay engaged in the work. TribeHR states that “opening up your organization to feedback means receiving all input for consideration; including the good, the bad and the ugly. More importantly, it means understanding that there is likely much more value in the bad (and sometimes even in the ugly!), as long as it is offered in hopes of affecting positive change.” Nothing can embitter mistrust more than requesting feedback and not utilizing it. No one wants to feel ignored or that their opinions don’t matter. Additionally, there needs to be a level of transparency about how the feedback will be used. To take it a step further, you can ask if they notice a difference or change.
As a field that strongly emphasizes professional development and continued growth, view the cultivation and utilization of feedback as part of that process. Here are feedback fast five to consider:
1) Practice the golden rule – deliver feedback from a constructive place not vindictive or hurtful
2) Feedback isn’t only for the mid-year or end-of-the-year evaluation. It should be given on a regular basis
3) So you think you can dance? Don’t dance around the issue. Be direct.
4) 360-degree is great for accountability but don’t forget about the person in the mirror
5) Be in a place (mentally, emotionally, etc) to receive the feedback
The gift of feedback should be about openness. What kind of feedback have you received lately? What feedback have you given? How long is too long to wait to give or implement feedback?
References:
http://www.fastcompany.com/3032998/hit-the-ground-running/how-instant-feedback-during-an-interview-can-change-a-career
http://www.forbes.com/sites/joefolkman/2013/05/08/workplace-feedback-a-puzzle-a-punishment-or-a-gift/
http://www.officevibe.com/blog/stats-employee-engagement-infographic
http://towerswatson.com/~/media/Pdf/Insights/IC-Types/Survey-Research-Results/2012/10/TowersWatson-GlobalTMR-Survey-NA-2012(1).ashx
http://tribehr.com/blog/the-power-of-feedback-in-the-workplace
* This post was originally written for The Student Affairs Collective *
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