Most people dread receiving feedback from higher-ups at work. However, productive conflict is actually the key to growth in business. It’s time to embrace and accept the benefits of feedback for your career both in the short and long-term.
Not only will feedback from your manager help you gain a better understanding of how to strengthen your job performance, but it will help build a more productive relationship with your managers. In short? Those who are looking to advance their careers should seek feedback from their superiors, which will ultimately contribute to the company’s long-term success.
Let’s break it down.
BENEFITS OF FEEDBACK FOR LEADERSHIP
According to Forbes, “Strong employee engagement is closely aligned with the ability to give honest feedback in a helpful way.” Think of it like the “lettuce in the teeth” rule. As uncomfortable as it may be for your manager to tell you about the food in your teeth, you would probably much rather that they tell you than not. When they’re able to have productive discussions with you about performance, you walk out of the conversation much stronger because they were willing to go there. When a manager finds the courage to have difficult conversations with the people on their team, it is because they genuinely care for them and the ultimate success of the company.
Similarly, as an up-and-comer in a business, you also need to be open to receiving feedback. The same Forbes article states that “leaders who ask for feedback are substantially more effective than leaders who don’t”. Your ability to seek and respond effectively to feedback will be critical to your growth into progressive leadership roles. Communication is a two-way street and when the line is kept open, we are able to create a comfortable work environment with high productivity and success rates. Just as employees need to be able to receive constructive criticism, management needs to be able to receive honest feedback from employees.
The question for both managers and employees is when this feedback should take place. In addition to regular reviews and check-in meetings coming from both sides, in-the-moment coaching and feedback are vital. It doesn’t do anyone any good to say, “Do you remember two days ago, or two weeks or two months ago when…” The moment and the impact are lost, so don’t save feedback for quarterly or annual performance reviews.
Beyond building a stronger foundation for open communication, there is a proven link between feedback and productivity.
BENEFITS OF FEEDBACK FOR PRODUCTIVITY
With the workplace in a constant state of change, it’s important to keep turnaround down and productivity up. According to research done by Office Vibe, “65% of employees said they wanted more feedback.” If this is you, manage up. Take it upon yourself to set a check-in with your manager and solicit the feedback you need to grow. What would you have liked to see me do differently in this situation? What do I need to do to take my role to the next level? It is not solely your manager’s responsibility to grow your career—advocate for yourself.
Embracing feedback as a positive in the workplace eliminates barriers to create an environment that is more forward-thinking. Maintaining an open dialogue, as long as it is constructive, can only improve the company culture, your engagement as an employee and ultimately your company’s success. Live it, learn it, embrace it.
For more insights into increasing your productivity at work and overall satisfaction at the office, contact Carver Peterson.
This post was originally featured on the Startup Institute.