Giving and receiving feedback is a common phenomenon at the workplace environment. Does this really work? Do people really want feedback?
My experience shows that when people ask for feedback, they actually want one of the following:
- To get noticed: They actually want you to notice what they have done. When someone asks you, “How’s my work?” what they actually want is that you notice their contributions.
- Appreciation: They want appreciation for what they have done, their contributions to organizational growth rather than feedback for improvement.
- Your understanding: When someone says, “I want your feedback for improvement,” what they want from you is for you to listen to them and help them discover what they need to change and advise them on the help the organization can give them. They do NOT want you to really give feedback, without understanding their position.
The next time someone asks for feedback, check their real motives and act accordingly. If you really want to help your employees to improve, as a leader what you need is not giving feedback, but to appreciate and understand them. They will find ways to work on their shortcomings.
Some tips to motivate teams:
1. Understand and recognize individual talent and weaknesses. Assign skill-based projects.
2. Always, always recognize their contributions.
3. Give feedback on particular incidents or actions and NOT on global character traits.
4. Be available as a support and guide – be a resource in meeting their results.
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