Feedback is Key to Performance Development
In the traditional way, performance development is discussed in terms of ratings, structure, process and other formal procedures and techniques. However, feedback is the key to shaping growth and improvement, not formal performance development plans or interventions. Feedback should be viewed as a fundamental part of everyday life. Everyone should expect it and be hungry for it because they understand that feedback is the only way to improve. It needs to become a natural and regular part of the workplace.
Effective feedback does not just happen by chance. To be effective, feedback must be given in an environment in which people do not feel threatened by feedback, and where they know they won’t be punished for making a mistake. People’s memories are extremely unreliable, and the longer feedback is delayed, the less recognizable it becomes and the less impact it has on the receiver. An organization that successfully creates a feedback culture will ideally evolve into one where individuals can set a personal rhythm for feedback directly linked to the cycle of their work.
Delivering personalized feedback in the moment requires having both a deep understanding of human behavior and a significant level of self-awareness. A successful feedback giver must demonstrate courage, humility, credibility, empathy, and honesty. Feedback must be a two-way process. So, if we really want to boost performance and make sure our performance development efforts do not fall on deaf ears, we need to look beyond feedback givers to consider what makes a good feedback receiver, as well. You must meet the person you are giving feedback to where they are. Meeting them where they are helps form the connection which is so critical to effective feedback. Helping them become better feedback receivers may be the first step with some people. For others, it may be to work on their own self-awareness for it will make them more receptive to feedback from others as well as help them be open to more objective self-awareness. Another critical area is resilience because however constructive feedback maybe it is still a form of adversity and the more resilient you are the better you will be able to handle and benefit from regular, honest feedback.