By Drashti Wani Feb 3, 2021
Consider your colleague sharing his honest comments on your presentation:
On the contrary, imagine this- you have been working hard, spending overtime hours into your work, trying to do things in a novel and appealing manner, but finally, on the day when you present it to others, you receive no acknowledgement for your efforts.
How would you feel then?
Maybe not as happy and as satisfied as you had wished to be.
We get paid for the work we do, then why do small behaviours such as praise and acknowledgement matter to us?
You are right. We are not robots and we have certain psychological and emotional needs, which go beyond monetary compensations. As humans, we tend to constantly seek out what others think of us. We crave for acknowledgement, appreciation and a certain comment on our work, behaviour or stature. Even the most confident, self-loving and self-obsessed persons wish for an appraisal.
Moreover, people (including you) always talk, - sometimes in front of you and sometimes behind your back. Judgements and generalisations come as naturally to humans as they can. Only seldomly, we tame our brains to think objectively and rationally, in matters of other persons.
So, if seeking and giving feedback and comments is so prominent and usual, why are we waiting to formalise it? What is stopping us from making the feedback exercise institutional and shaping it into a structure? Despite knowing its importance and impact, why are we lethargic and apathetic towards creating a feedback culture?
Well, if you are an employee, your usual response to it would be reasons such as no one else does it or we are not very friendly at the workplace or I better gulp the grudge than to make the mess messier.
Giving and receiving feedback is not easy. It is difficult. It is not a one time exercise. It is an art and a skill which can be only developed over time and with practice. But most importantly, you can only practice so, if you have what we call a ‘feedback culture’ in place. So what is this feedback culture?
Quantum Workplace, in its blog 10 tips to build a Feedback Culture defines a strong feedback culture as one where honest comments are welcomed and used to foster the growth of individuals, teams and organisations. It is a culture where every employee’s voice is heard and valued. It goes on to add that organisations with feedback culture are investors in talent.
In other words, any workplace which makes feedback exercises a norm, accords importance to it and acts upon it in real-time and consistently, creating a safe space for all workers to be democratic and involved, has an effective feedback culture in place. Similarly, if your workplace does not have feedback culture in practice, it leaves voices unheard, feelings hurt and deteriorates employee performance and satisfaction.
Our secondary research on feedback culture and its relevance have helped us arrive at a few basic characteristics of effective feedback:
Know in detail about the characteristics of effective feedback in our upcoming blog Characteristics of Effective Feedback
Employee Outlook is an online, independent platform which aids your efforts and intentions to create a robust feedback culture. By it being digital and easy to use, it encourages the regular exchange of feedback among working professionals. With an option to keep your reviews anonymous, it helps to erase the awkwardness faced during difficult conversations. EO helps you to get started on making your office a better place to be and acts as an avenue for you to speak your mind.
In the end, feedback culture is all about developing ourselves into better persons and professionals, which will ultimately aid your engagement, performance and productivity, helping your company at large.
So why wait now, get started and build a culture