Leveraging your company with a better feedback culture

Considering the power of feedback, why is it such a necessary topic to discuss? The truth is that most companies have trouble with a lack of quality, feedback. It’s not enough to just give employees feedback; organizations need to listen and respond accordingly.

For some people, “feedback” may sound like a four-letter word. To others, it might come as second nature. The truth is that feedback is a vital part of any relationship. People give and receive feedback every day, whether they realize it or not.

A quick Google search of “feedback” yields hundreds of results, mostly related to learning and teaching. This is because feedback can help others improve their work–whether they realize it or not. People learn and develop when they have resources from others to help them grow. When someone doesn’t receive feedback, it denies that person the chance to learn from others’ experiences.

On the other hand, giving feedback takes courage and care because no one likes criticism, especially when given harshly. Therefore, feedback needs to be given in a way that is sensitive to the receiver, but honest and direct.

As organizations grow and mature, so do their cultures–and so does the level of feedback that they must give to employees. A healthy culture values feedback from others to make improvements. When there’s a lack of quality feedback within an organization, people tend to run their day-to-day activities on assumptions and guesswork. This can lead to misunderstandings or miscommunications, which can then lead to problems that are difficult–if not impossible–to solve later on.

When an organization doesn’t give employees the feedback they need, it’s a disservice to everyone: the employee who needs to know where he stands, the manager who wants to help that employee grow, and the company itself because of possible loss of productivity and morale.

For example, you may have a manager who keeps an employee on his team even though said employee consistently isn’t meeting expectations. This is likely the result of either (1) miscommunication between managers and HR, or (2) a lack of feedback that would allow for an open dialogue about what’s happening. In either scenario, there is room for improvement that can help both parties in the future.

Whilst a feedback culture can be intimidating but a healthy feedback culture can seed a notable foundation for early organizational success. It creates a more positive workplace, improves corporate communication, and boosts employee engagement.