The Impact of Feedback on Performance at Work
In my 20+ years of experience in Human Capital, one thing has become abundantly clear: performance is not just about skill, knowledge, or hard work. In fact, even highly capable individuals can find their performance rated as average. Why? The missing piece is often how we relate to others.
As someone who has facilitated countless performance reviews and talent discussions, I’ve seen how poor interpersonal relationships can drag down even the most technically proficient employees. The unfortunate reality is that many people are unaware of how others perceive them because difficult feedback is often avoided.
Why is Feedback Often Overlooked?
Most people shy away from giving difficult feedback, especially when not prompted. This leaves employees in the dark about behaviors or attitudes that may be affecting their performance negatively. The result? By the time they receive feedback during the annual review, it’s too late to make any meaningful changes.
The Solution: Seek Feedback Proactively
One of the best ways to improve your performance is to seek feedback regularly—throughout the year, not just at the annual review. Here’s why:
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Stale Feedback: By the time you receive feedback at year-end, it’s often too late to address actions or behaviors from months ago.
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Vague Feedback: When feedback is delayed, people tend to forget specifics, resulting in generalized and less actionable comments.
Asking for feedback in real-time not only allows for course correction but also shows that you’re committed to growth and improvement. It’s a skill that takes time to develop, but the results are well worth the effort.
How to Make Feedback Work for You
To make feedback a powerful tool for your career, consider these strategies:
• Seek Feedback Often and In Real-Time: Don’t wait for formal reviews. Instead, ask for feedback after important projects or meetings to get a sense of how you’re doing while the experience is still fresh.
• Focus on Actionable Insights: When receiving feedback, try to identify specific behaviors or actions that you can work on, rather than vague comments.
• Embrace Both Positives and Areas for Growth: It’s easy to focus on areas where improvement is needed, but recognizing your strengths is just as important. Use positive feedback to reinforce what you’re doing well.
Feedback is a Growth Tool
Remember, feedback is not a judgment—it’s a tool for growth. It can help you uncover hidden strengths and shed light on areas where improvement is needed. It’s not just about working hard; it’s about working smart, building relationships, and continuously evolving.
So, how do you integrate feedback into your professional journey? What strategies have you found helpful in seeking and utilizing feedback?
