Emily Samp, an expert in feedback dynamics, discusses the critical role feedback plays in personal and professional growth. She explores the psychological impact of feedback absence and shares strategies to create a supportive environment. The conversation delves into workplace mental health and the value of prioritizing feedback from influential sources. Emily introduces the Situation-Behavior-Impact model for effective feedback delivery and highlights the importance of nurturing a positive feedback culture to enhance team morale and foster growth.
The lack of feedback in the workplace fosters self-doubt and anxiety, underscoring the need for open performance dialogues between employees and supervisors.
Building a support network outside of work helps counteract negative self-perceptions by reminding individuals of their overall competence and worth.
Deep dives
The Importance of Feedback in the Workplace
Receiving feedback is crucial for employees, especially in the tech industry, as the lack of it can lead to negative spirals of self-doubt. Many individuals feel they are underperforming without any concrete evidence, which often stems from an absence of communication from supervisors. This situation creates a cycle where employees become fearful of seeking validation, further exacerbating their feelings of inadequacy. The discussion highlights the need for open dialogues about performance to establish a healthier work environment.
Building a Support Network
Having a support network outside of work can significantly help individuals navigate their feelings of inadequacy when feedback is lacking. Personal connections with friends or family can provide reassurance and help challenge negative thoughts about one's performance at work. People often fail to realize that being a good person in their daily lives typically translates into being a competent employee. Thus, reaching out to trusted individuals can foster a positive mindset and counteract the rigors of self-doubt.
Identifying Appropriate Feedback Sources
It's essential for employees to identify who is responsible for their performance evaluations, usually their direct manager, rather than giving excessive weight to the feedback from peers or less influential coworkers. Misplacing focus on unimportant critiques can lead to unnecessary anxiety and hinder professional development. Clear communication with the relevant authority can allow for targeted discussions and greater understanding of performance expectations. Establishing a strong relationship with one's manager is a crucial step towards obtaining constructive and regular feedback.
Creating a Positive Feedback Culture
A positive feedback culture not only recognizes achievements but also addresses areas needing improvement. Companies should encourage constructive criticism while highlighting employees' successes to reinforce positive behavior. Employing frameworks like the Situation, Behavior, Impact model for giving feedback can help structure conversations around performance. Nourishing a culture where feedback is regular, constructive, and balanced promotes an environment where employees feel valued and motivated.
Today we are joined by a special guest, Emily Samp, to discuss what to do when you’re not getting enough feedback. We will share why it’s a problem, what you can do about it, and what good feedback should look like.