The culture around feedback in the workplace is often shaped by several myths, and attitudes about feedback can lead to a process that inadvertently works against both the organization and the individual (whether the provider or the recipient). In Can I Offer You Something, I look at these myths and how to move beyond them to have a more purposeful relationship with feedback.
Myth number 1 – Feedback is a one-way street
Recipients may feel that the feedback is being “done to them” and as a result may begin to disengage from the content and even the person providing the feedback. with your desire to “just get it over with.” You may inadvertently “let go” of your opinion on the recipient and over time find that you are asked to share your views less.
Feedback should be a conversation that goes back and forth between the giver and the receiver. People are more likely to be present and engaged in the conversation if the feedback is offered empathetically and shared in a way that is comfortable for both people As my research shows, 82% of people want feedback to be more relatable.
Myth number 2 – Itit’s re universal formula
In the workplace, this may be due to the organization’s encouragement to use a particular model or speed for feedback. You may also rely on your own experience with feedback and do what has worked for you in the past. The belief that there is a “one size fits all” approach can lead to people having too much or too little feedback that is difficult to process, exchange in a way that is not valid.
It’s important to keep in mind that if there was a universal formula for sharing feedback, all organizations would encourage their employees to use feedback in the same way. The more you can understand your own feedback preferences and share them with those you work with, the more you will benefit from engaging in feedback.
Myth number 3 – Asking questions is a sign of defensiveness
If the person receiving the feedback doesn’t have the space to ask questions for clarity (for example, they’re worried it will come across as defensive or trying to make excuses), they’re likely to fill in the blanks themselves; after all, we are meaning-making machines. This can lead them to assume that they know what the provider meant, and waste their time and energy working on the “wrong.” Many people feel anxious, they just want to get it over with and so they inadvertently leave room for questions. to eliminate uncertainties.
Asking questions to clarify information can show curiosity and help you develop not only your self-awareness, but also your awareness of others and limit the creation of unhelpful meanings.
Myth #4 – Feedback is a call to action
This can be especially problematic for the person receiving the feedback.I once worked with someone who was told to both stop and start the same thing “analysis paralysis” because they were trying to select all the information. In cases where the feedback is not clear, recipients may try to do everything or focus on things that are not really a priority. This can lead to a gap of missed opportunities, missed deadlines and frustration.
Feedback is really an inspiring choice, you offer someone views on something and they can choose what to do with it; take it as a moment of recognition. learn, act, or do nothing without being punished.
If what you suggest to someone will have unhelpful consequences if they don’t act, then be clear and tell them. What you’re really doing here is providing direction, not feedback, and for everyone it’s helpful to understand this and be clear about next steps.
myth #5:00 – “Critical” feedback is most helpful
This often coincides with the idea that people know they are doing a good job and therefore don’t need to be told. , if it contains only criticism. It follows that people will be wary of what they hear. This may cause them to feel judged personally, rather than what they have done the reflection of evil.
The truth is that negative and positive feedback can be equally uncomfortable, demotivating, and difficult to give as it is to receive.
Regardless of how the feedback is labeled, it’s important to understand who it’s for This is where you can focus your efforts.
Summary:
The more these myths manifest themselves and remain unchallenged and unquestioned, the more they become embedded in the organization’s culture. How do you know what you know about feedback?In doing so, you can investigate the impact these myths have on your behavior and debunk them for good.
This guest post was written by Becky Westwood
Becky Westwood is an organizational psychologist and Chief Experience Officer at Monkey Puzzle.
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