By Drashti Wani Nov 24, 2020
“The way we behave, the way we treat others, the way we respond, the way we support, defines the work experience for everyone around us.”
Whether you are just starting out with your professional life or you are mid-way through your career awaiting a promotion, there is always a scope to improve, to perform better and to achieve greater.
But the question is, how?
Out of the many factors which determine your work efficiency and proficiency, sustaining and enriching your relationships at work through regular feedback exchange, is of paramount importance.
Continuous comments on your work and performance are usually not uncommon, however, honest and objective feedback about you as a working professional is rare. Moreover, conventional top to bottom review methods gives you no opportunity to hear from your team members, coworkers and subordinates. For a robust working environment, the importance of the democratic and two-way exchange of reviews cannot be emphasized enough.
Be it with your boss, or your colleagues or your subordinates, the relationships you build at work define your professional experiences. It is important that these experiences do not turn you into an anxious, self-doubting, frustrated fellow or an overconfident braggart for that matter. Ensuring personal and professional growth without compromising your mental health, is the goal.
Consistent exchange of feedback bears the tremendous potential to reform your work experiences and hence your efficiency. The key is to do it RIGHT and REGULARLY.
Your profession is as much about your personal growth and development as it is about getting the work done and contributing to the larger economy. In the course of your professional life, your personality is moulded into a reflection of what you do. Exchange of reviews and feedback act as a constant stimulus for you to learn and improve.
Just as Ivan Pavlov, a Russian physiologist, used conditioning as a powerful learning process, feedback could be effectively used to enhance your learnings and understanding. Feedback, if positive, reinforces your desirable behaviour but if negative (rather corrective), encourages you to unlearn the undesirable behaviour. It highlights your areas of improvements and corrects your performance over time. Constructive criticism may just be what you need to furnish your efficiency.
However, this can only be achieved if sharing and exchange of reviews become CONSISTENT and a TWO-WAY process.
A healthy feedback culture changes how the workplace operates. Both, receiving and giving feedback has its own perks. The former helps you introspect from the point of view of others and leads you towards improvement and the latter makes you observant, more polite and thoughtful because you do not want to use harsh tone or aggressive language while making constructive criticisms.
Those who aspire to succeed faster and are motivated to outperform themselves at every step, are generally more receptive to feedback. Being reviewed makes one feel valued and useful, in the sense that what you do and how you do things actually has a bearing on others. It triggers your team spirit and inspires you to deliver your best, because let's be honest, who doesn’t like to be praised!
According to Susan Adams, a professor at Centre for Women & Business, Bentley University, the millennials could be the most ambitious generation so far. In today’s era of furious competitions, the millennials tend to bend over backwards to gain an edge. Their energy, enthusiasm and ideas constantly push them to remain one step ahead. Not only are they open to challenges but continuous learning is their mantra for success. Their quest for excellence makes them natural recipients to constructive reviews.
If we are to tap the tremendous potential offered by our spawning Gen Y and ensure that they perform optimally, we must consider regularizing feedback culture.
Regular feedback exercises encourage better cooperation, improved team dynamics and mutual respect among coworkers and between hierarchies.
There is no denying that learning about yourself from others has a direct bearing on your personality. How well you receive your feedback determines, and at the same time reflects your emotional intelligence.
Reviews can be either positive or corrective. For some, you may be a hardworking, dedicated and diligent worker, while others may feel that you have a scope to improve your participation in teamwork or that you need to socialize more and enjoy the work experience.
When described constructively and in a neutral but subtle tone, negative feedback is in fact desired more as opposed to positive ones. As per a study conducted by Harvard Business Review, 57 per cent of respondents prefer corrective feedback and 72 per cent feel that it can help them improve their performance greatly. The study also establishes a correlation between a person’s level of confidence and his preference for receiving negative feedback.
While the annual appraisals or reviews may be sugar-coated with praises and ‘all good’ feel, the more regular, honest and objective feedback exercises, open up communication channels between peers, helping with swift resolution of issues.
Honest feedback has a direct and immediate bearing on employee engagement, which is crucial to his/her overall performance. Companies like Google and Zappos constantly communicate with their employees, it lowers the chance of disengaged employees as it makes them feel more recognised and valued.
So why wait now! Explore Employee Outlook and start writing reviews today.