Do You Have The Feedback You Need to Progress?
In many organisations, giving and receiving feedback is confined to the annual performance review and maybe an additional mid-year review. However, this is extremely infrequent and unlikely to be the most helpful to both individuals or the company or firm. It is essential to have feedback so you can progress your career, whether that means improving your day-to-day work or making the next role change.
The rationale for getting more regular feedback
1. People will not give the most full and accurate feedback if it is only being provided infrequently.
2. If someone asks for more clarity regarding some feedback (it is vital that individuals understand exactly what someone means by their feedback) then someone is less likely to be able to do this meaningfully weeks or months later.
3. It means people can work on development points more quickly and it is less likely to negatively impact their annual pay and bonus review, as they have a chance to work on them before those decisions are made.
4. Companies and firms benefit from the outcome of individuals working on their development points sooner.
5. It helps to create greater connection to the organisation as individuals know how they are doing and that their development matters.
Creating a good feedback culture
Having a work culture where giving and receiving feedback positively is the norm will yield many benefits. It relies upon:
· People being willing to proactively give feedback - of course thinking about the right timing and delivery.
· Individuals asking for feedback at relevant points and receiving it well. This article on emotional control and reactions may be helpful to read in this regard.
In addition to formal reviews, after a project or piece of work has been completed can be a great time to ask and give feedback particularly if the project or work:
· was particularly large and/or complex
· was something new for the person working on it.
Ultimately, everyone can benefit from feedback. We all have blind spots and it is hard to be objective about ourselves – this can work both ways, being overly positive or negative about where we are at.
This summer why not reflect on:
· When you last had feedback, what you could ask for feedback on and who you could ask.
· Whether you have clarity on development points – both in terms of technical aspects and how you deal with others – ‘soft’ skills.
· Whether you have been working on some development points and need to check in to see if those who gave you the feedback to work on them have seen an improvement.
· For any outstanding development points, check you have a plan for how to work on them. Sometimes that means an easy behaviour change, yet one that may take time to have an effect, reading up on an area, going on a training course or getting support from someone internally or an expert.
· Whether there are people you manage or work with who could benefit from your feedback and how you can do that in an effective and positive way.
If you consider these points, you can start Autumn with a clear way forward regarding your own development points and help your team, if you have one, with theirs.
I now have a free assessment available for you to download. It helps you look at which of my Nine Skills needed for career success you may need to work on. These are the non-technical, often neglected skills that people frequently only realise they need when they hit a barrier at work. Download the Nine Skills needed for career success assessment here.
If you’d like to talk to me about feedback you have received, how to get more useful feedback or how to give feedback to others, send me an email.
I run sessions on Constructive Feedback for some companies and firms, contact me if your organisation could benefit from a group session on that topic.
If you want to immediately read about the Nine Skills needed for career success, complete the form below to receive the five short emails and eBooklet link.