The power of feedback and constructive criticism is an impressive tool in workplace culture. Whether good or bad, feedback can lead to better employee performance, improved motivation and engagement, and higher job satisfaction. Here are four ways to foster growth within an organization and create a feedback culture.
- Safe Environment
Creating a workplace where employees are encouraged and comfortable enough to give honest feedback is vital to any organization. Employees need to feel safe and know that if they do provide feedback, they won’t have to fear receiving negative repercussions.[i] Providing opportunities for colleagues to get to know one another, to build professional relationships, and to learn how to properly deliver constructive criticism, is important in having worthwhile feedback encounters.
- Weekly Routines
Having weekly routine check-ins and meetings is a great way to ensure that feedback is consistent and integrated into everyday operations. These check-ins don’t have to be hourly get-togethers, but instead can be short efficient sessions where ideas, questions, and feedback are bounced back and forth. This constant ongoing dialog between employees and leaders sends a clear message that the organization is truly invested in all types of feedback.
- Mix in the Good and Bad
Not all feedback is positive, and it takes experience and a certain level of skill to be able to effectively express difficult feedback. Finding the right balance of positive and negative feedback is critical to keeping employees upbeat about their job performance, as a study has found that most effective teams receive an average of nearly six positive pieces of feedback to every negative piece. In comparison, the least effective teams received an average of three negative pieces of feedback for every positive one.[ii] Positive feedback should also be specific, just like negative feedback is so that each individual knows exactly what areas they are exceeding and lacking in.
- Feedback Channels
Each employee of an organization has a different personality, so having several ways of delivering feedback to best optimize the message is important. Individual feedback sessions, group feedback discussions, and telephone or email communication, can help support the different styles of engagement that work best for an employee. Whereas group outings can help flush out aspects or ideas that might not otherwise come up, one-on-one meetings might work better in some instances.[iii] All in all, transparency in any feedback culture is vitally important.
While this process can take months, or years, to be fully implemented, the creation and development of a feedback culture will provide numerous benefits to help your organization perform at its best. Visit our Performance Management page for more details on how to give effective feedback.