What’s Going Wrong?
I would like to talk again about the whole ‘open feedback’ topic, because if you think open feedback is just some fancy buzzword, think again. It actually is the lifeblood of a healthy workplace.
Companies that are all-in on open feedback, they get it. It’s not just for show, it’s the real deal for lasting success. But the reality is that a lot of organizations are stuggling in this area.
What I explain to leaders is that you must learn how to take feedback before you can give it correctly, right?
Comfirming how great open feedback is, is one thing, but making it happen is another.
That’s where the magic is. It’s about walking the walk, not just talking the talk!
Here’s the thing: loads of companies say they’ve got this. They’ve done the training, checked the boxes. Yet, when we really dig deeper, there’s still lots of work to do in the giving and receiving feedback area.
Digging Deeper: Why It’s Not Working
I have experienced on several occasions that if we get the senior and the middle management to really champion this whole feedback vibe, they are able to set the pace for everyone else.
But, this is where it gets tricky. We’ve got a lot of leaders hiding behind the old « I’ve been trained, I know what I am doing. » or « I am not a junior anymore. » lines. Unfortunately, this doesn’t support the catalyst for positive change.
It takes guts to admit that giving and getting feedback isn’t as easy as it sounds, even if you know all the theories and models.
When leaders really show how it’s done, it sends a super loud message. It gets everyone feeling like they can speak up, share what’s on their mind. And when people feel heard, they’re way more into their jobs and the goals of the company.
« Feedback?
It’s not a suggestion box where you drop in your two cents and forget about it. »
Companies are dynamic entities, constantly evolving. Feedback helps steer the ship and it’s the foundation of trust. Showing you’re open and committed to the well-being of your workforce builds a lot of goodwill and fosters trust among team memebers.
And here’s the thing about training the champions to really get this feedback thing right. It’s not just about teaching them how to do it, but it’s about creating a space where everyone feels safe to speak their mind.
These leaders then become more than just messagers; they’re like the ambassadors of a cultural revolution.
Turning It Around: Our Game Plan
Why should we even bother with all of this?
Well, it’s simple. People stick around when they feel like they’re actually part of the conversation, when their thoughts and feelings matter. When feedback is woven into the fabric of how we do things (more about this in our next blog), they don’t get fed up and check out.
Retention isn’t just about holding onto them: it’s about making a place they want to be part of.
« As we navigate the ever-changing landscape of modern work, let’s not forget how powerful feedback can be. In the context of retention, it’s a strategic imperative. »
So, creating a space where everyone feels okay to speak up, it’s not just a nice-to-have. It’s crucial.
Want to know more about turning what you know into action? Let’s dive into this together and figure out how open feedback can really change the culture at your workplace
IDEA IN BRIEF
« What’s Going Wrong? »:
Digging Deeper: Why It’s Not Working »:
« Turning it Around: Our Game Plan »:
Many companies struggle to implement open feedback effectively in their culture, leading to employee frustration and disengagement.
The challenge lies in leaders not fully embracing it and hide behind training without genuinely applying the principles in their management style.
To truly transform the feedback culture, leaders must lead by example, fostering an environment where feedback is genuinely valued and used as a tool for growth and trust-building within the organization.
Let’s – walk the- talk…
Layla El Mourabit
Founder & Managing partner, Certified leadership Coach, Master in Body Language, Transformation Facilitator, Headhunter
