{"id":103,"date":"2023-08-09T10:00:48","date_gmt":"2023-08-09T09:00:48","guid":{"rendered":"https:\/\/blogs.bath.ac.uk\/changing-ourselves\/?p=103"},"modified":"2023-07-31T17:16:56","modified_gmt":"2023-07-31T16:16:56","slug":"taking-the-fear-out-of-feedback","status":"publish","type":"post","link":"https:\/\/blogs.bath.ac.uk\/changing-ourselves\/2023\/08\/09\/taking-the-fear-out-of-feedback\/","title":{"rendered":"Taking the fear out of feedback\u00a0"},"content":{"rendered":"

When you hear the word \u2018Feedback\u2019, what connotations come to mind?<\/span>\u00a0<\/span><\/p>\n

Does the word conjure a picture of colleagues sharing learning in a supportive environment to enhance performance and effectiveness? Or does the word create a picture of fear, where feedback is focused on problems, is reactive, and is often a \u2018one-off\u2019 conversation?<\/span>\u00a0<\/span><\/p>\n

If it is the latter, you\u2019re not alone!<\/span>\u00a0<\/span><\/p>\n

Feedback is important for fostering learning. If successful, feedback is a habit that can lead to better employee experience, team performance, and overall organisational success. Research conducted by McKinsey found that employees value and want more feedback to support their career development but fear asking for it (Blanding, 2022).\u00a0<\/span>\u00a0<\/span><\/p>\n

We know feedback is valuable, so why the fear? Feedback is often associated with criticism, making it somewhat uncomfortable to give or receive it. There are also strong associations with organisational process, structure, and compliance, rather than recognising the importance of relationships, and the value of giving and receiving feedback.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

Research demonstrates that where a high level of trust exists in a relationship, feedback is more likely to be welcomed and seen as a supportive measure to be learned from (Willis, 2007).\u00a0<\/span>\u00a0<\/span><\/p>\n

So.. how can we develop a supportive feedback culture? There\u2019s no denying it\u2019s a big question, so let\u2019s start by sharing some ideas about making feedback a habit:\u00a0<\/span>\u00a0<\/span><\/p>\n

The Three T\u2019s<\/span><\/b>\u00a0<\/span><\/p>\n

Technique\u00a0<\/span><\/b>\u00a0<\/span><\/p>\n

Quite often, people tend to focus on the discomfort of delivering feedback. This distraction can lead to overlooking the value of the feedback for the receiver. So how could you shift this focus?\u00a0<\/span>\u00a0<\/span><\/p>\n

Applying a coaching approach creates a powerful space for reflection by asking people to give themselves feedback instead of, or before, giving your own.\u00a0<\/span>\u00a0<\/span><\/p>\n

Next time you\u2019re having a conversation with your team member, try asking these questions:\u00a0<\/span>\u00a0<\/span><\/p>\n