Mastering Effective Feedback: Strategies for Constructive Communication in the Workplace

As managers, effective feedback should be pretty easy, but is it in reality? If public speaking is something humans are the most scared of, for me, the second place would be giving effective feedback at workplace.  

There are different models and frameworks of feedback, most managers have learnt through training, on the job, through books, videos, and most importantly by experiencing “how it should not be done” while being given feedback.

I strongly feel humans need to learn communication and emotions equally as we learn maths and sciences in schools! Wouldn’t that be a major game changer?

As a designer and facilitator of learning experiences at Steps, Mastering Effective Feedback has been one of the topics of keen interest and curiosity to me. Why? Because most of the times I did not receive it in a good manner myself (in my early career) and as I stepped up the ladder, I was scared to give effective feedback (initially), thinking I too will fail at it. Also, because I did not really see it role modelled correctly in front of me for a long time in my career.

We would generally think if we have the data, logic/rationale, good body language, proper tone, all the right intentions, are listening (golden point!) – then the conversation would be good. Most of the time it would be.

The biggest hinderance is not the actual conversation, but the resistance to have one!

I had the opportunity to research the topic of effective feedback at workplace a lot, by talking to people from across sectors and corporates about the resistance to have the feedback conversations, and designed and facilitated workshops for our clients. The most common answers I got were:

• I do once a year appraisal meeting, that takes care of the feedback
• I don’t have time, I am very busy.
• Feedback turns into arguments
• I have either not been given feedback or it’s given very harshly
• People don’t take feedback well, so better avoid it
• I really want to be nice to people, is that bad?
• People get defensive, don’t want to spoil my relationships at work
• I am scared of these conversations

Does this feel familiar to you? If so, how do you master effective feedback for having constructive communication at workplace?

Effective Feedback skills are major parameters of success for anyone. It not only helps in getting great performance from the team, but also helps you to build authentic work relationships.

It is a cornerstone of successful professional relationships and personal growth as it fosters open communication, builds trust, and drives performance improvement.

By avoiding feedback and constructive conversations you are leading an absolutely misguided team, breeding under performance and frustration. As they say, choose your battles.

All that bein said and done, we still hesitate- in moments. Even when we know that feedback is important. What could help?

Service

In one of my conversations with our Non-Exec Chair, Matthew De Lange, I heard something that completely changed my perspective towards feedback. He said, “Giving feedback is a service you do to others. If you are not giving people feedback, you are doing disservice to the people”, and it’s not just the people you are reporting into, but your peers or seniors too. So, for me the first strategy, or I would say first commitment is do a service to your people and that perspective shift will make your view of feedback become a lot different.

Practice

Second, as any other skill can be mastered with practice. We can’t get better at it by not doing it regularly. How often do we really take the opportunity to have an effective feedback conversation? Start when stakes are low (if you have the privilege!). Start with a peer who can help you and give you the space to even fail. Most importantly, make time for it. Busyness can kill relationships. One of the major reasons I have heard from research respondents on why they don’t give or attempt effective feedback is because they don’t have time!

Solicit

I have been following Kim Scott for a while and I am a huge fan of #radicalcandour. One of the primary things that she speaks of is “if you want people to take your feedback seriously, first start soliciting it”. This is a great insight and an opportunity to build trust and credibility for yourself, so people actually look forward to seeking feedback from you.

Performance vs Fake Harmony

With better and regular feedback conversations, you will most definitely improve performance. Give both appreciative and constructive feedback. So, how about looking at it as a way to achieve performance and building high performing teams. Instead of avoiding it and breeding fake harmony in the team, which is hugely dangerous not only for performance but for the mental well-being of the team.

Authentic Relationships

Feedback and constructive conversations are often seen as a transactional process, a tool for evaluation or correction. However, when approached with authenticity and empathy, feedback can be a powerful catalyst for building deeper, more meaningful relationships. Who doesn’t want authentic relationships?

“Feedback is the breakfast of champions.” – Ken Blanchard. Well, what better way to end this article. Effort, even small but consistent, can make you a champion.

Happy Learning and Happy Building!