When asked why employees don’t offer their co-workers (including their manager) feedback, their answer is simple and consistent - it’s uncomfortable! Chances are, you can relate and will continue to, until you choose to shift your perspective about this uncomfortable, yet vital task.
Feedback, more specifically - consistent feedback, is a vital part of any high performing team. In many cases, employees assume this task is solely one of the Manager. This assumption results in feedback not being given or received. Have you ever felt a lack of recognition, assistance or accountability? Chances are a lack of feedback from employees, regardless of position, is the culprit.
Once you have decided to become 100% dedicated to the success of those around you and begin offering feedback, it is important to remember these key elements:
Respectful
If you have feedback for someone, it is important that you talk to the individual directly. Talking to fellow employees about what you’d like to tell someone, isn’t offering feedback - it’s called gossiping.
Timely
Finding out that you should or could have changed something, long after the time has past, is not efficient, nor is it helpful. If you see an opportunity to offer feedback - seize it!
Consistency
Think about who are offering feedback to. Is it consistent throughout your team? If not, ask yourself why? Chances are, those that you are offering feedback to, may be people that you have an established relationship with. Take time to build relationships with all members of your team. If you are dedicated to the success of the entire team, it’s the entire team that will be receiving feedback from you.
Documentation
It is vital that you are capturing the feedback you are offering, as comments in Threads. This not only helps tell the story of someone’s employment, it allows the employee and/or their manager the ability to reference it when needed.
Help Article: Leave Feedback for Self or Others
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