What is the best way to ask for, receive and give feedback and how does this help with vitality and meaningful work?
I'm often asked about the secrets to achieving vitality and finding meaningful work. Well, let me tell you, it starts with the way we communicate and grow. Today, I want to delve into the transformative power of feedback and how it can significantly impact your journey towards vitality and meaningful work.
Learning Objectives
By the end of this session, you should have a richer understanding of:
The importance of feedback in personal and professional growth.
Strategies for asking for and receiving feedback effectively.
How giving constructive feedback fosters meaningful work and overall well-being.
Feedback guides us towards improvement. Whether you're a working professional or a student, feedback is essential for your personal and career development. Numerous studies have shown that constructive feedback can boost motivation, enhance skills, and increase job satisfaction.
The Importance of Feedback in Personal and Professional Growth
Feedback is essential for personal and professional development because it provides you with information about your performance, allowing you to identify strengths and areas for improvement. Here are some key points backed by research:
Increased Self-Awareness: Feedback helps you gain a better understanding of your skills, behaviours, and performance. This self-awareness is a critical first step in growth. A study by DeNisi and Kluger (1996) in the Psychological Bulletin highlights the importance of self-awareness in performance improvement.
Motivation and Goal Setting: Feedback can be motivating, as it provides a clear sense of progress and achievement. Locke and Latham's goal-setting theory (1990) emphasizes the positive impact of feedback on setting and achieving challenging goals.
Continuous Learning: Feedback encourages you to engage in continuous learning and skill development. According to research by Hattie and Timperley (2007) in the Review of Educational Research, timely and specific feedback enhances learning outcomes.
Enhanced Performance: A study by London (2003) in the Academy of Management Executive found that feedback leads to improved job performance, which is crucial for professional growth.
So, how do you ask for feedback? Do you start by seeking it genuinely? Do you ask open-ended questions like, "What could I do better?" or "What areas should I focus on to excel?"
Strategies for Asking for and Receiving Feedback Effectively
To benefit from feedback, you must know how to seek and receive it effectively. Research and expert advice offer valuable strategies:
Soliciting Feedback Actively: Research by Ashford et al. (2003) in the Academy of Management Review suggests that actively seeking feedback by asking specific questions and expressing a willingness to learn fosters more useful feedback.
Creating a Safe Environment: Psychological safety is essential for honest feedback. Research by Edmondson (1999) in Administrative Science Quarterly emphasizes the role of psychological safety in promoting open communication.
Being Open to Criticism: Embrace feedback, even if it's critical. Research by Heen and Stone (2014) in "Thanks for the Feedback" highlights the importance of separating the message from the messenger and using feedback for growth.
Setting Clear Expectations: According to research by Kluger and DeNisi (1996) in the Psychological Bulletin, setting clear performance expectations helps individuals understand what kind of feedback to seek and expect.
Note that when receiving feedback, adopt a growth mindset. Understand that it's not about criticism but an opportunity for growth. Listen actively, ask for clarification, and thank the person for their generosity. Remember, feedback is a two-way street, and your response matters just as much as the feedback itself.
Now, let's talk about giving feedback. When providing feedback to others, be specific, actionable, and kind. Avoid vague comments and focus on the behaviour or outcome you're addressing. This approach creates a positive feedback loop, promoting growth and improvement in both yourself and those you interact with.
How Giving Constructive Feedback Fosters Meaningful Work and Overall Well-being
Giving constructive feedback not only benefits the recipient but also you, the giver, and the work environment. Research supports this:
Increased Engagement: Providing feedback allows the recipient to feel more engaged in their work. A study by Harter et al. (2002) in the Gallup Management Journal highlights the link between feedback and engagement.
Strengthened Relationships: Constructive feedback enhances communication and relationships. Kim and Lee's research (2019) in the International Journal of Environmental Research and Public Health emphasizes the role of feedback in building strong interpersonal connections.
Enhanced Leadership: Leaders who give effective feedback are more likely to inspire and motivate their teams. Research by Tims et al. (2019) in the Journal of Organizational Behavior shows a positive relationship between leadership effectiveness and feedback.
Reduced Stress: Constructive feedback can reduce stress by providing clarity and direction. The American Psychological Association (APA) acknowledges the role of feedback in stress management and well-being.
Effective feedback strategies can help you harness its benefits, and giving constructive feedback contributes to meaningful work and overall well-being, not only for the recipient but also for the giver and the broader work environment.
Now you might be wondering, how does this relate to vitality and meaningful work? Well, vitality is fuelled by personal growth and well-being. Constructive feedback helps you identify areas for improvement, ultimately contributing to your vitality. On the other hand, meaningful work often stems from aligning your skills and passions with your career. Effective feedback aids in refining your skills and understanding your strengths, guiding you towards a more meaningful and fulfilling career path.
Final Thoughts…
In conclusion, feedback is a cornerstone of personal and professional growth. Embrace it as a tool for improvement, and it will undoubtedly lead you towards vitality and more meaningful work. Remember, seeking, receiving, and giving feedback is not just a process; it's a mindset that can transform your life and career.
References
DeNisi, A. S., & Kluger, A. N. (2000). Feedback Effectiveness: Can 360-Degree Appraisals Be Improved? The Academy of Management Executive (1993-2005), 14(1)
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice Hall.
Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1).
London, M. (2003). Job feedback: Giving, seeking, and using feedback for performance improvement. Academy of Management Executive, 17(4).
Ashford, S. J., Blatt, R., & Walle, D. V. (2003). Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations. Journal of Management, 29(6).
Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2).
Heen, S., & Stone, D. (2014). Thanks for the Feedback: The Science and Art of Receiving Feedback Well. Penguin Books.
Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119(2).
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2).
Jena, LK., Pradhan, S., Panigrahy, N.P. (2018). Pursuit of organisational trust: Role of employee engagement, psychological well-being and transformational leadership, Asia Pacific Management Review. 23(3).
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behaviour. 80.
Bryant, M. R. (2014). The Role of Feedback on Stress Experiences- A Literature Review. Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 58(1)