Stelina, a young manager of a very active startup, was asked to lead a team of ten employees in the development of a new product that the company decided to launch by the end of six months.
Stelina was dedicated and determined to make it work and prove herself. Her boss was very sure of choosing her as the team leader as he believed her to have all the competencies required for the respective role. As the deadline approached, she was working tirelessly all day and night, pouring every ounce of effort into this project, aiming to excel in her workplace. However, on the day of launch, the product received mixed responses from other employees and customers. Stelina was not satisfied with the outcome, as a result, she was heartbroken. She was struggling to analyze what went wrong even after giving her all to this project.
A week after the product launch, her boss asked her to meet him, sending a wave of anxiety through her, and making her think of all the worst-case scenarios she could encounter in that meeting. She was continuously worried while anticipating his feedback after the product launch.
Later, in the afternoon, she had a conversation with her boss, where the boss instead of criticizing her, appreciated her efforts and asked her probing questions “What went well?”, “what were the challenges you encountered?” and “What were some suggestions your team members gave that could be helpful in the long run?” As the conversation went on, Stelina started to look at the situation from a different point of view. Her boss explained to her that there were some moments when her teammates had some concerns but she dismissed them to complete the task before the deadline. This feedback from her boss helped her to understand the importance of teamwork. Her boss told her that it is not just the final product but it is the process that matters all along. After a thorough retrospection, she met with her employees to discuss the project and what could be done to improve from the past learnings.
Feedback serves as a constructive gift and as a catalyst for both personal and professional growth. It assists in fostering learning and cultivating workplace ties by promoting open communication. A collaborative environment ensures that every single person and their thoughts are valued.
Be Open to Feedback
While some individuals may be uncomfortable receiving feedback, others actively welcome it, recognizing the importance of it. Therefore, to be open to feedback, it becomes essential for us to understand the value of it in our lives. Receiving feedback is crucial for our growth and learning. We should always keep in mind that what escapes our attention could be obvious to others, we might overlook certain things, but people around us could readily identify it. Understanding and welcoming different thoughts and views on the same topic can lead to valuable discussion and growth. Learning from others can help us, see things differently and open discussions promote healthy teamwork, enhancing professional bonds and therefore cultivating a dynamic work culture. When people actively embrace receiving feedback or constructive criticism, they gain diverse perspectives that broaden their understanding of various situations, which can lead to more informed decision-making. It’s a valuable tool to improve oneself, refine skills, and enhance overall performance. Many times, people have experienced a boost in self-confidence, and improvement in their performance after engaging with feedback constructively. Being open to feedback also instills a sense of accountability and encourages individuals to feel appreciated and recognized.
How Feedback Functions in Our Workplace
Our workplace is highly dynamic, striving for collaboration and innovation of new ideas and different skills. A collaborative and healthy environment within the hierarchy fosters growth and ensures that the company can retain its most talented minds. In most companies, an employee’s contribution is evaluated on mainly two bases, one being “Project-based” and the other being “Performance-based”. To determine if a project has met all the needs required and the way it can be improved, companies prefer to analyze an employee’s growth based on his/her inputs in the particular project. Performance-based evaluations are conducted at the end of the year when an employee joins, to assess their overall growth and provide best practices performance reviews. Through this annual evaluation, managers can gain insights into what the employee has learned throughout the year and identify which tasks or roles may be better suited for them in the future. Feedbacks in the workplace assist employees in gaining an impactful insight into their work and they eventually understand their capabilities and challenges. Therefore, providing effective feedback to employees
is essential in the workplace which helps employees to analyze their annual or project-based performance. Employee feedback is also vital to the growth of a company as it fosters a culture of engagement, innovation, and continuous improvement. When employees feel their opinions are valued, it boosts their morale and motivation, leading to higher productivity and a greater commitment to organizational goals. When employees feel heard and supported, it can also lead to higher retention rates, as they are less likely to seek opportunities elsewhere. Ultimately, employee feedback aligns the company’s culture and values with the needs and expectations of its workforce, enabling leadership to make informed decisions and implement strategies that support long-term growth.
Feedback: Loopholes
We cannot deny the fact that in some companies, feedback is often influenced by political dynamics, which can distort its effectiveness and objectivity. Interpersonal relationships and power structure may impact the transparency of performance feedback, which indicates that the feedback is not purely based on the performance or employees’ contribution. For instance, Let’s hop on to the previous example of Stelina, assuming she did a brilliant job and received positive feedback from other employees and customers for the product that was launched. However, her boss instead of appreciating her, gave positive feedback and recognition to the other team member Emily, who was highly uninvolved and inattentive throughout the process of product formation to product launch. This happened only due to the ongoing favoritism persisting in that company. This favoritism can demotivate the less favored employee and might even create a negative feedback loop, making them feel that their contributions are undervalued, while the favored employee may become complacent due to unearned praise. There may be some scenarios where an employee might not give or avoid giving honest reviews to a colleague, who has good relations with management, in fear of the possible repercussions that may backfire him.
Conclusion
In summary, Feedback is a cornerstone of a healthy workplace environment, promoting employee development and the company’s success. It not only empowers employees to develop their skills but also aligns individual goals with organizational objectives. Constructive feedback, delivered thoughtfully, encourages growth and innovation while helping to address challenges before they escalate. Furthermore, a culture that prioritizes feedback fosters trust and openness, allowing teams to collaborate more effectively. By integrating regular feedback mechanisms, such as one-on-one meetings and team reflections, organizations can create an environment where continuous improvement thrives. Ultimately, embracing feedback as a core component of workplace interactions leads to enhanced performance, greater job satisfaction, and a more agile organization ready to meet future challenges.
