Receiving and giving feedback might be difficult for many people to accept. But at the same time, it's what helps us learn our strengths and weaknesses through other people's perspectives. And it's one of the most effective and easiest self-development methods. This is why Candid Feedback Culture is a culture organizations should value.
What is Candid Feedback Culture?
Candid Feedback Culture is corporate culture that values giving candid feedback tactfully between everyone in the organization from employees to management. By opening safe spaces for everyone to express opinions and feedback openly without fear of being attacked or judged. While the person receiving feedback is ready to listen and develop themselves from that feedback.
And corporate culture like this not only benefits individual employee development, but also creates opportunities to develop organizational processes and working together better. While still creating good work atmosphere and relationships between people in the organization.
Why is Candid Feedback Culture Important?
Creates Trust
People can't build trust when hiding their true feelings. Conversely, when team can give feedback to each other honestly, trust will occur naturally. When we know others will point out if we're doing something wrong, this will increase trust that the team will help each other do work right and get better results.
Reduces Error Opportunities
When employees feel safe sharing information with each other, they won't avoid or hide mistakes. Making small mistakes detected and resolved quickly, preventing them from becoming big mistakes that cause serious damage.
Increases Work Efficiency
Feedback is one way to help see problems that might occur in work processes, or help in working together to solve problems easily. Like when we're doing work that requires other departments' cooperation, we can ask for and give feedback so that everyone knows what each department needs, reducing steps that might be wasted. So besides helping reduce work redundancy, feedback also makes work time faster, with team members helping each other develop better work together.
Helps People in Organization Develop Faster
When employees receive feedback that clearly points out what they should improve and what they're doing right, those people will develop faster and will feel more engaged with work more than people who don't receive or know any feedback about their work.
How to Build Candid Feedback Culture in Organization
Management Team Must Be Open-Minded to Receiving Feedback
Often, even though employees want to give feedback to supervisors or executives, they're afraid of being seen as opposing or being fired for speaking uncomfortable truths. Therefore, executives must act as role models and demonstrate they're ready to listen to and accept feedback as well. Like encouraging people in organization to ask questions if there are doubts or even send anonymous feedback. Additionally, treating feedback gently is also important, like don't immediately change mood in meetings, or punish employees when they give feedback or opinions. Because when everyone in organization sees executives listening and accepting feedback, they'll feel safer expressing opinions or giving feedback to others as well.
Make Feedback Part of Work Culture
Most people in organization will think feedback is something that happens occasionally in situations like giving or receiving annual evaluations, or in cases where supervisors feel something needs adjustment. But as said from the beginning, when feedback happens more frequently, employees will have more opportunities to learn and develop themselves to be better. Therefore, instead of only opening space for giving feedback in company meetings or special occasions, organizations should integrate feedback into daily work, like getting accustomed to exchanging opinions with work partners or having one-on-one sessions with supervisors regularly.
Don't Just Point Out What's Bad But Point Out What's Good Too
Feedback doesn't mean only pointing out what's bad to fix, but also pointing out what's good should be told so receivers know to maintain and develop those good points. And besides pointing out strengths and weaknesses to receivers, don't forget to add suggestions or steps that can help receivers improve on that matter too. Because without direction, employees might not know where to go, or improvement might take longer.
Make Feedback Understandable
Giving effective feedback should say specifically what we want to say rather than beating around the bush or using metaphors. Saying specifically what we want the other person to adjust and how it affects will make receivers understand and improve easier than vague criticism. Although speaking straight might not sound comfortable, people can accept straight talk easier than vague talk. Besides speaking clearly and straightforwardly, we must also empathize with the person receiving feedback. For example, praising what they did right, or acknowledging that we ourselves might make mistakes too, to reduce defensive feelings.
Summary
If you're new to giving feedback, it might be awkward at first. But when it becomes part of corporate culture and everyone does it, asking for opinions or giving feedback to help each other will gradually become easier until it becomes normal. Although we can't deny the fact that getting feedback indicating what we should fix isn't easy to accept, when we know all feedback comes from good intentions without attacking each other, listening to and accepting those opinions will be easier.
If you want to learn more about our journey in building this culture and the way we've done it, join TIDLOR Culture Wow and exchange ideas about values with us!
Interested, contact 02-792-1990 or fill out the form here to wait for a callback from Culture Gangster
Source:
https://www.quantumworkplace.com/future-of-work/how-to-create-a-culture-of-feedback-in-the-workplace
https://blog.bonus.ly/candid-feedback
https://fellow.app/blog/feedback/creating-a-culture-of-feedback-8-best-practices/