Feedback, by definition; giving feedback on someone's performance. Sounds like a neutral definition, with no positive or negative overtones. Yet both organizations and individuals do not always respond positively to feedback. From our experience, it is often seen as an obstacle, something difficult to ask for as well as to give. So sometimes feedback is disguised and not shared transparently or honestly how a person is really performing. We give you insight today on why transparency is important and how you can work towards a feedback culture without sugarcoating it.
What do we see that organizations are struggling with?
We see that many organizations want to move toward an open feedback culture, but in practice this is much more difficult. According to research by Forbes , as many as 65% of employees said they actually want to receive frequent feedback in order to develop, which can sometimes create uncomfortable, messy situations. It is also very exciting to judge someone honestly on how they are performing. Employees will really have to step out of their comfort zone and this is not easy.
Why do we sugarcoat feedback?
Because it is found so difficult to give each other feedback, feedback is often not given objectively. It is disguised, so to speak, so-sugar-coated. There are several reasons why this happens. The first is that it is a protective mechanism: employees overestimate themselves in their own performance. It is difficult to be able to look at yourself objectively and judge yourself on your performance. Second, the cause may also lie with the organization itself. It sometimes happens that the environment is not safe and trusted to be honest, because there are negative consequences attached to this. Then, in that sense, it also becomes too complex to be honest and you think twice before you say something. Finally, one reason is that people want to be liked and avoid getting into an unpleasant conversation. You then keep the conversation superficial and indeed avoid the unpleasant conversation, but have not said what it really says. Recognizable?
What is the consequence of this?
Sugarcoating feedback doesn't help. Tough love, honest and transparent feedback, that's feedback that really helps you move forward. If an employee is not performing well and you don't report it he or she can never grow either. Therefore, if an employee can't get better, the tasks won't get better either and the organization itself will remain stuck in that.
How do you prevent sugar coating?
You can't prevent it and you don't always have to. That's because at the beginning it almost always happens that feedback is not yet given objectively. That's not a bad thing. It is important that employees first gain confidence in the way of working and that sometimes takes several months, sometimes even a year. There is a power component in most ways of working, and employees need to gain confidence that there is no (negative) consequence to giving feedback. It is a learning process, though, so it will have to gradually take hold in the second year.
How do you create a transparent feedback culture?
Treams! We provide your organization with the tools to start implementing the right feedback culture. In this, we personally assist you and listen to what your organization needs. Our tool facilitates this entire process towards a feedback culture. You can make a flying start by starting by reading some information ...
Workbook: step by step to a feedback culture
The switch to a feedback culture is not always easy. With this workbook we help you through assignments, tips & tricks and theory with the first steps to your feedback culture.