November 7th, 2024 – By Jeff Reid, COO & CPO of SkillCycle
Employees often have mixed feelings when their managers and leaders start providing more feedback on the job. Why? Evaluating different types of feedback can be tricky, especially if you’re not accustomed to hearing so much of it.
The uptick in feedback conversations likely isn’t your imagination. Organizations are eager to find ways to engage employees and improve performance, and more communication around job performance is frequently highlighted by experts as helpful.
For example, four of the six high-level approaches recommended by Gartner to fix performance management mention increasing employee feedback.
In fact, without regular, constructive feedback experiences, many employees may feel uneasy or even anxious, as if there’s an unspoken problem or agenda. Even so, receiving feedback at work can feel challenging.
To help with evaluating different types of feedback at work, let’s explore:
Most leaders and managers have good intent when it comes to increasing the frequency of feedback for employees. It can be a good thing. Eighty percent of employees who say they have received meaningful feedback within the past week feel fully engaged at work, according to Gallup.
To better manage and prioritize an influx of feedback, seek this input on your own terms, ideally in low-pressure situations. Learning how to ask for feedback more often will help you feel more in control of the conversations and less reactive in the moment.
Aligning feedback with personal goals can help you keep things in perspective. For example, prioritizing communication feedback can help you progress if you aim for a leadership role. You can also build a habit of asking follow-up questions to help separate more objective, actionable feedback from subjective opinions.
Accepting feedback graciously takes practice. Focusing on small, achievable goals rather than tackling everything at once can keep feedback manageable.
When feedback does come in, taking a step back to spot common themes or patterns can reveal which skills multiple colleagues feel are worth focusing on. The opportunity to access coaching can help you build skills for sorting and applying feedback thoughtfully.
Why do feedback conversations feel so uncomfortable if they are technically positive? Sometimes, it’s simply a case of too much or too little of a good thing.
When managers dole out feedback too rapidly, it can feel like constant criticism, leaving you feeling scrutinized or under pressure to juggle conflicting expectations. Conversely, infrequent feedback, like at annual reviews, can make you question the timing or wonder if it’s connected to performance ratings or raises.
To help differentiate constructive feedback from less valuable input, you can start with a few clarifying questions to understand what’s behind the feedback. Asking for specific examples or concrete observations can be especially helpful in helping you gain understanding.
Talking with trusted colleagues can also add perspective and help you balance out potentially biased or overly critical comments. It’s also important to consider context; the other person’s experiences or feelings might influence what you’re hearing.
You’ll learn to trust your gut as you get accustomed to hearing feedback more often. If someone’s input doesn’t resonate, you don’t need to take it personally. Sometimes, a discussion can help you see what’s genuinely helpful and what might be less relevant.
Balancing feedback with personal goals comes down to openness and self-compassion. Start by considering your core values: what matters most to you, what motivates and inspires you, and what feels draining.
Think of feedback as helpful data rather than a critique. It can help you recognize areas that align or contrast your goals. For example, if you deeply value collaboration but receive feedback that others don’t perceive you that way, minor adjustments could help without compromising your values.
Another approach is to start with feedback that most directly advances what you care about. When feedback challenges your approach in a way that doesn’t sit well with your values, consider how you can address expectations in a way that doesn’t conflict with your standards.
Remember, you don’t have to act on every piece of feedback immediately; instead, prioritize changes that are true to you and manageable. Learning how to ask for feedback will also help you highlight areas where you are genuinely looking for input and support.
Setting small, achievable goals with each piece of feedback can help you see progress and avoid overwhelm. Remember, you’re not aiming to be perfect — you’re aiming for sustainable growth aligned with who you are.
Building emotional resilience starts with an open, growth-focused mindset. Accepting feedback isn’t easy at first, but viewing it as data supporting improvement rather than criticism helps keep things in perspective.
Feedback often reflects a desire to see you succeed. Most colleagues and managers are invested in helping you grow. If you notice people offering feedback not tied to a review or a specific incident, they likely simply want to help. Setting priorities and celebrating small wins as you address feedback can make the process feel more manageable.
A coach can be invaluable if resources like trusted colleagues or managers aren’t readily available to help navigate feedback. A good coach offers support and objective insight, allowing you to unpack feedback and develop small, achievable steps for growth.
When feedback starts piling up from all directions, the key is to see it as a tool for growth. You can turn feedback into a positive force by focusing on patterns and prioritizing feedback that aligns with your goals. Remember, feedback is often intended to support your journey, not derail it.
We help everyone in your organization confidently navigate feedback conversations for better connection and performance. Schedule a demo with us to learn how.
SkillCycle formerly known as GoCoach featured in Forbes
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