At the end of the performance feedback discussion, your manager asks, “What feedback do you have for me?” Will you give honest feedback?
I ran this poll last week, 69% said they will give candid feedback to the manager.
Accepting constructive feedback from a team member is not easy. Once a team member told me, “Padma when I share something that you don’t agree, or like, you nod your head or even say thanks for sharing. But your expression changes. A slight frown appears in between your brows and your upper lip curls up.”
Remember, 55% communication is non-verbal, 38% vocal and 7% is verbal. That day, I learnt a valuable lesson: It’s hard to fake openness. You have to truly develop it.
So, when will an employee give candid feedback?
When the employee:
– Believes that the manager is genuinely interested in the feedback and values their inputs
– Feels that the manager will accept it with an open mind, and work on it
– Is invested in the relationship, cares enough to give a candid feedback
Of course, it also hinges on the employee’s:
– Prior experiences – with current manager or other authority figures
– Sense of security, and concerns about consequences of sharing candid feedback
Upward feedback not only helps leaders in their developmental journey; it also builds an inclusive and engaging culture.
Question for leaders to reflect:
– What actions or behaviors of mine encourage honest feedback?
– What should I do differently?
Perspectives 