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How to Give and Receive Feedback

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Performance management is about more than having the right technology. It enables your team to feel respected and part of something bigger, and it grows their skills to suit their future goals. Believe it or not, only one-third of employees receive routine feedback, which leads to team stagnation and halts personal professional growth. By learning how to routinely give and incorporate constructive feedback into your operations with the NeuroLeadership Institute, you can show your team members you care about their success.

The Importance of Feedback

One recent study used data from 234 organizations to understand what performance practices have the greatest impact on organizations. After completing an extensive study on 360 feedback, performance goals, calibration meetings, and more, researchers found that companies with a positive and regular feedback culture had the greatest organizational and financial outcomes. By giving employees feedback at least once a week, you can create the highest employee engagement and performance rates in the industry. 

How to Ask for and Receive Feedback

Learning how to receive and ask for feedback can be challenging. However, constructive feedback is just another way to show your team you care about them reaching their full potential. It’s important to create a workplace where regular feedback is encouraged for the sake of clarity, transparency, and self-improvement. Try the following tips to improve your team’s ability to receive and encourage regular feedback: Create a culture that leans into a growth mindset and encourages feedback as an opportunity to grow, learn, and improve. Encourage and explain that everyone on your team — including yourself — has room for improvement. Foster a workplace that believes your work is not equal to your identity, meaning feedback isn’t personal. Be an example and create a habit of asking for feedback to make your team feel gradually safer with receiving feedback.

How to Give Constructive Feedback

Giving constructive feedback is a delicate art that requires great insight and care. To give more constructive feedback and create a growth culture, focus on the following elements of your feedback: 
  • Reduce threat: Receiving feedback can be an anxiety-inducing experience. By giving frequent feedback in a nonconfrontational manner, such as by using growth mindset language, you can help your teammates become accustomed to comfortably receiving frequent feedback. 
  • Improve performance: By regularly providing your team members with the information they need to grow and reach their potential, you help them feel more successful and sure of themselves. You can do this by focusing your feedback on employee strengths.
  • Develop a culture of feedback seekers: The most important component of developing a culture of feedback seekers is building opportunities for your team members to explicitly ask for feedback on an ongoing basis. 
  • Give feedback that contributes to growth: Always ensure the feedback you give your team members is constructive, specific, and actionable to contribute to their growth. 

Develop a Feedback Culture With the NeuroLeadership Institute

The NeuroLeadership Institute’s IMPROVE solution helps managers and team members learn to ask for regular, high-quality feedback and encourages workplace clarity and transparency. After only three months of using IMPROVE, 86% of 250 managers at the ViceRoy Hotel Group asked for and provided quality feedback at least once a week. Learn more about our IMPROVE solutions today.

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In 2007, David and Lisa Rock and their team had been working in leadership development and executive coaching for ten years, when David coined the term “NeuroLeadership.”ef

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