By soliciting feedback from their team members, leaders can gain valuable insights into the organization’s strengths and weaknesses, as well as employee perceptions and needs. This can help leaders to make more effective decisions, foster collaboration and inclusivity, and retain top talent. In this article, we offer valuable insights from our network, as well as pertinent sources, on the subject of feedback within an organization’s culture.
Asking for feedback from employees can be a valuable tool for leaders to understand their team’s perspectives and make better decisions. However, it is essential to use effective methods when seeking feedback to ensure that the feedback is accurate and relevant. An academic source that explores effective ways of seeking feedback is an article by T. Russell Crook, Nathan T. Washburn, and David A. Woehr, titled “An Exploratory Study of Employee Perceptions of HRM Effectiveness for Creating and Sustaining a High Performance Work System” (Journal of Management, 2011). According to the article, effective feedback methods include:
- Focus groups: Focus groups can provide an opportunity for employees to engage in open and honest dialogue about their experiences and opinions. This can be useful for exploring specific topics in-depth and gaining a more nuanced understanding of employee perspectives.
- One-on-one meetings: One-on-one meetings can be an effective way for leaders to build relationships with their employees and gain more detailed feedback. These meetings can also provide an opportunity for leaders to address any concerns or issues that employees may have.
- 360-degree feedback: 360-degree feedback involves seeking feedback from a variety of sources, including managers, peers, and direct reports. This can provide a more comprehensive understanding of an employee’s performance and can be useful for identifying areas for development.
Based on our own network, we have found that one-on-one meetings and 360-degree feedback are particularly valuable for executives seeking to improve their leadership skills. By using these methods, executives can gain valuable insights into their strengths and areas for improvement, which can ultimately lead to better leadership and organizational outcomes.
The frequency at which feedback is asked from employees in a corporate environment can vary depending on the organization’s culture and goals. According to a study by Harvard Business Review, titled “The Feedback Fallacy” (2019), most organizations tend to use annual performance reviews as their primary method of gathering feedback from employees.
However, it also suggests that annual reviews are not effective in improving employee performance and can often lead to demotivation and disengagement. Instead, the study recommends that feedback should be given on a continuous basis, ideally in real-time, to be most effective. Several organizations within our network also have started to adopt more frequent feedback methods, such as weekly or bi-weekly check-ins, as a way to provide ongoing feedback to employees. Our own network reveals similar findings. Establishing a transparent organizational culture that values the continuous provision and solicitation of feedback is an effective strategy for attracting and retaining top talent (read more about this here).
From the perspective of employees, providing feedback can be an opportunity to express their perspectives and contribute to the success of the organization. However, there can be barriers to asking for feedback that may hinder the process. A business journal that explores the biggest barriers to asking for feedback from employees is an article by George Binney, Gerhard Wilke, and Colin Williams titled “Seeking feedback: The key to improvement” (Leadership & Organization Development Journal, 2005). According to the article, some of the biggest barriers to seeking feedback from employees include:
- Fear of criticism: Many leaders are hesitant to seek feedback from employees because they fear receiving negative or critical feedback. This fear can be particularly strong for leaders who have a high need for control or a fear of failure.
- Lack of trust: Employees may be hesitant to provide feedback if they do not trust their leaders or do not feel that their feedback will be taken seriously. Building trust with employees is essential for creating a culture of openness and transparency.
- Power differentials: In organizations with significant power differentials, such as hierarchical structures, employees may be hesitant to provide feedback to their superiors for fear of retaliation or negative consequences.
- Time constraints: Leaders may be hesitant to seek feedback due to time constraints, particularly if they feel that the feedback process will be time-consuming or difficult to manage.
- Lack of clarity: Leaders may not be clear about what type of feedback they are seeking or how they plan to use the feedback once it is received. This lack of clarity can lead to confusion or hesitancy among employees.
Looking at our own experience and observations, we recognize that seeking feedback is essential for personal and organizational growth. We encourage you to overcome these barriers by creating a culture of openness, establishing safe spaces for feedback, and clearly defining feedback processes. By addressing these barriers, leaders can obtain valuable insights from their team members, improve their leadership skills, and drive organizational growth and success.