How real-time feedback makes performance reviews easier
Industry experts like Josh Bersin of Deloitte confirm that performance management has really been about feedback all along—we just haven’t been doing it right. Learn why.
Feedback helps with your personal and professional growth. Others can help you by sharing best practices or asking questions about your behavior in the workplace. Stanford psychologist Carol Dweck calls this a “growth mindset”. Rather than seeing feedback as a personal attack, look at it as a valuable opportunity to reassess and hone your skills.
Here's four things to help with accepting upward feedback:
First of all, thank them. It’s important to remember that many people are just as uncomfortable giving feedback as they are receiving it. Be appreciative and assume good intentions. Others are eager to help you with your personal and professional growth so don’t forget to thank them.
It’s particularly important to do this when you’re first introducing a feedback culture and employees are still getting used to giving you feedback.
Receiving tough or unexpected feedback is hard to digest. Try to see the feedback from the other’s perspective and consider it objectively. When you start placing blame on others for the feedback they give you, this is mostly likely your fixed mindset speaking.
Once you recognize this voice you can begin counteracting it and responding with a growth mindset.
One of the most important things you can learn from feedback is the inadvertent signals you may be sending in the workplace. However, feedback in an office environment is based on observations and perceptions, so misperceptions in the workplace will exist. Make sure you understand the point of what the other is saying. If feedback is not clear, start a conversation and ask for clarification and/ or examples.
Keep them in the loop about small changes in your behavior based on their feedback. Not only will they appreciate that you acted on their feedback, but it will also reassure people that their input will be well received, encouraging them to continue to be open and provide useful contributions in the future.
Tangible change will give them a reason to keep sharing feedback and will add credibility to the feedback cycle.
To learn more about how to get into the right feedback mindset, download The Manager's Guide to Effective Feedback.
Learn how to get into the right feedback mindset, as well as how to give and receive feedback as a manager.