Rethinking feedback

Feedback is a gift! Rethinking how we mentally process feedback is the start of a deeper conversation on employee engagement. I believe communicative teams advance.

Too often, leaders assert their door is always open for suggestions and feedback. Until … the feedback is not what you want to hear. Or, the feedback is from that one employee that is constantly coming up with potential opportunities for growth. Sound familiar? I used to think receiving negative feedback was the worst, but today it’s a growth opportunity.

Whenever a team member cares about what they do, it’s only right to voice their ideas and opinions. However, some leaders feel it’s a negative impact on their leadership.

The truth is – it’s not about you. It’s about the quality of life and work. We’re spending more time at work than with our families. It’s crucial that the workplace honors all voices from the top down. According to Gallup, engaged employees are “those who are involved in, enthusiastic about, and committed to their work and workplace.”

All feedback is good because it’s easy to get stuck in the “we’ve always done it that way” mentality. What better way to receive ideas or improvement suggestions from those who are working in the systems or processes. It’s a lens check because of blinders.

Here’s a question to ponder:

What if your employee retention shifted solely based on communication?

Acccording to Ali et al.(2013) employee engagement is the employee’s long term commitment to the organization. Feedback and Recognition. From observation, when an engaged team member stops sharing their thoughts or opinions you may have lost an employee who is still on the payroll. Or, what sustains them is the work, and the commitment level decreases because they don’t feel heard.

Let’s consider shifting from thinking about it as a complaint. Feedback serves the employee, team, and entire credit union.

Steps to receiving feedback:

1. Unwrap the feedback like you would a gift. Remember, you don’t know what’s in the box, but you’re excited about finding out. In other words, remain open to what is being conveyed. Lean in. That speaks volumes to teams that you’re open and eager to listen and learn from their perspective. Have no preconceived assumptions, judgements, or bias. This is where the train can go off the rails due to unconsciously marking someone a complainer of an invested employee. This takes work and isn’t easy. The goal is to listen to understand.
2. Make room for dialogue and ask for solutions. Often, your best results come from those who are doing the work. The answers are often in the heads and hearts of employees.Brilliance flows through their minds; tap into it. You might be the person with the hands to implement it.
3. Keep the lines of communication open and feedback open for all. Give the credit back to the employees Never promise something that you don’t have the power or resources to do.

“There is no failure, only feedback.” – Unknown