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News - 25.10.2022

Posted by adam.mcelligott

News - 25.10.2022

Why Asking for Feedback is the Secret Key to Success

Why Asking for Feedback is the Secret Key to Success

Creating a feedback culture within an organisation is not only important for an employee’s professional growth, it is also a critical driver of positive organisational and financial outcomes. A positive feedback culture in an organisation is one where employees have access to each other, build and maintain relationships, address biases, have open dialogue, offer constructive criticism, and highlight accomplishments.

However, giving and receiving feedback can be uncomfortable for many people. For example, one study by PwC found that heart rates increased enough to show moderate to extreme anxiety in a spontaneous feedback scenario for both the giver and receiver of feedback. Although feedback is not always easy for both parties, it is vital in order to increase self-awareness and growth on both a personal and professional level.

A huge emphasis has been placed on giving feedback in the workplace, but the most underrated skill may be in receiving it. That’s because the power lies in the receiver’s ability to process and integrate the information in a way that ultimately makes them more effective.

If you’re not receiving the feedback you believe you need in order to grow, you can be proactive by simply asking a trusted colleague for feedback, but remember to make it specific. Rather than simply asking, “How am I doing?” try asking for feedback on a specific area in particular. For example, try asking “Could you give me feedback on my sales pitch please?” or, “Should I have spoken up more (or less) during yesterday’s team meeting?” 

According to the Harvard Business Review, there are four pivotal steps when it comes to asking for feedback:

  1. Make it clear you want honest feedback because it will genuinely help you grow.
  2. Focus on what you can do better in the future than on what went wrong in the past.
  3. Ask questions and be specific about times or areas you’re in need of feedback—such as your effectiveness in yesterday’s meeting.
  4. Listen rather than judge. Being defensive makes it less likely that the other person will be honest with you.

There is power in asking for feedback, because it helps you feel greater autonomy and certainty. You are in control and can direct the conversation to what will hold the most useful takeaways for you moving forward. You can reflect on which parts of the feedback rang true for you, and which parts may not have. Also, givers may not know when or how to offer feedback, so taking the initiative in asking offers them more certainty because they have a clearer direction about the kind of feedback you are looking for. Remember, by asking for specific information, it will feel more relevant to you and less threatening, helping the feedback session to feel more fair or equitable.


Looking to improve the feedback culture within your organisation? Book a demo of the Our Tandem platform with one of our performance management experts today. 


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