Helping Social and Less Social Colleagues Work Better Together

The Power of Feedback

The most effective way to change behavior is through feedback. However, most of us aren’t naturally great at giving or receiving it, so managers should practice and encourage a culture of regular feedback.

Practicing Feedback

To give effective feedback, managers should articulate specifically and neutrally what the other person is doing that is affecting them or another member of the team. Instead of saying “You’re being too friendly at work,” try saying “I notice that on Mondays, you come into my office to tell me about your weekend without asking if I have a few minutes to chat. I’m usually trying to catch up on time-sensitive emails at that time. Would you be willing to ask if I have a few minutes free? I’d like to be able to give you my full attention — or let you know when I can give it to you.”

Peer-to-Peer Feedback

Peer-to-peer feedback can be particularly impactful. When colleagues receive feedback from someone they respect and trust, they are more likely to take it to heart and make changes. Managers can encourage peer-to-peer feedback by providing training and support, and by creating a culture where it is safe and encouraged.

Creating a Culture of Feedback

To create a culture of feedback, managers should:

* Practice what they preach and give feedback regularly
* Encourage colleagues to give feedback to each other
* Provide training and support for giving and receiving feedback
* Make sure that feedback is specific, neutral, and actionable

Conclusion

By supporting a culture of regular feedback, having brave, candid conversations, and providing training, the workplace can be more comfortable for everyone. Managers can play a key role in creating this culture by practicing what they preach and encouraging their colleagues to do the same.

FAQs

Q: Why is feedback so important?

A: Feedback is important because it allows colleagues to understand how their behavior is affecting others and make changes to improve their relationships and work together more effectively.

Q: How can I give effective feedback?

A: To give effective feedback, be specific, neutral, and actionable. Instead of saying “You’re being too friendly at work,” try saying “I notice that on Mondays, you come into my office to tell me about your weekend without asking if I have a few minutes to chat. I’m usually trying to catch up on time-sensitive emails at that time. Would you be willing to ask if I have a few minutes free? I’d like to be able to give you my full attention — or let you know when I can give it to you.”

Q: How can I receive feedback effectively?

A: To receive feedback effectively, listen actively and try to understand the other person’s perspective. Avoid getting defensive and instead focus on what you can learn from the feedback and how you can improve.