Familiar with the annual performance review?  You wait all year only to find out that something you did 6 months prior wasn’t good enough.  Untimely feedback that’s disconnected to the original action or event is counterproductive for you and your company. 

Effective feedback happens continuously, not once a year.  Regular feedback on your actions allows you to learn, adjust on the spot, and move forward in a positive direction.  Overtime, these conversations help you build a transparent and trusting relationship with your manager and coworkers, and to develop the Emotional Intelligence you need to rise up in your career. 

When you know what needs to change, you can change it. Without that knowledge, you’ll continue to make the same mistakes, possibly putting your own career prospects at risk. 

Tip:  Check the Continuous Feedback pillar on your Beaconforce dashboard. If it’s low, find time to talk to your manager about giving you more frequent feedback.  

How to get the most out of Feedback

Feedback is most constructive when it’s used to shape your personal and professional growth.  You’ll learn more, improve the quality of your work and become even more valuable to your organisation.     

To get the most out of feedback, adopt a ‘growth mindset’.  Learn from mistakes and focus on refining and growing your skills.  No one’s perfect. In fact, seeking perfection hinders progress and learning.  Learn to trust your instincts, embrace feedback and learn by doing!  

Two Types of Feedback

Reinforcement Feedback

“Feedback with the specific goal of strengthening and reinforcing a specific type of behaviour”.

Constructive Feedback

“Feedback with the goal of modifying or changing a specific type of behaviour”.

Self-reflection:  What kind of feedback are you getting from your manager or coworkers?  What kind of feedback are you giving to others?  

5 Rules for Successful Feedback

1. Focus on behaviour, not the person.

2. Feedback should be a conversation, not a monologue. 

3. Give reinforcement feedback in public so that everyone benefits.

4. 3:1 ratio. 1 constructive for every 3 reinforcements.

5. ‘Feedforward’: Invite employees to take part in the planning of future actions.

Self-reflection: Are you getting enough feedback from your manager and coworkers?  

Feedback Works Both Ways

Believe it or not, managers, like the rest of us, get stressed out, feel the pressure from above, are fearful of not being good enough, worry about meeting goals and about their own performance, and have anxiety about things going on in their personal lives.   

Their actions toward you will sometimes impact you negatively.  When they do, you have a great opportunity to build a trusting relationship and strengthening your Emotional Intelligence by giving them immediate feedback on how their actions make you feel.  (Apply the same rules as described above.)

Likewise, managers need an occasional pat on the back.  So don’t hold back on reinforcement feedback when they are doing something that impacts you positively!