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“Ah, feedback…”

“If you can’t take it, you also shouldn’t give it.”

So the famous adage goes.

The problem is that, if no one ever gives criticism, we won’t advance as a species. Moreover, our businesses won’t progress.

No successful endeavor ever became a success without constructive feedback. But what do you do when not everyone on your team is versed in the art of giving feedback? And not everyone wants to give it?

Moreover, they don’t feel confident enough to give it, or as though it’s their place to give it. This happens on teams, and it’s problematic. Feedback requires a modicum of emotional intelligence, confidence, and a willingness to have an uncomfortable conversation with others.

The person who hands out the criticism must be prepared for the backlash that might come their way, too (picture a raging employee shooting back with a criticism of their own that’s taken on a sinisterly personal slant).

And not everyone wants to have to deal with that.

However, striving for a feedback-friendly culture is important because feedback improves transparency, openness, morale – and performance.

The more constructive criticism we give to each other, the more our team can grow with the feedback.

Feedback should also come from your customers. When you cultivate and respond to customer feedback – as McDonald’s did – you begin to learn more about what your customers want, which means you can give them more of what they want. This improves your company’s core values, it boosts customer satisfaction – and it can lead to an increase in customer loyalty and sales.

In this article, we will discuss ways to help you and your team overcome the obstacles that prevent us from giving and receiving feedback.

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