The Power of Feedback

Feedback is valuable, isn't it? Some of us don't need much of it, but I think most of us do.

Feedback During the Recruitment Process

When we apply for a job, we need to know why our application wasn't successful and how we performed at interview. Generic feedback, or no feedback at all, isn't much use.

Difficult feedback can be hard to hear, but if you flip your mindset, it can be incredibly valuable because that's where the learning happens.

It's important to get feedback and, if you don't receive it, ask for it.

The same applies when a candidate applies, interviews, and then removes themselves from the process. Feedback is just as important there too. Understanding why can help everyone improve.

Feedback Within Your Team

Then there's feedback within your team.

I'm not a huge fan of the traditional appraisal system, but I am a fan of regular check-ins, one-to-ones, or whatever you choose to call them (a post for another time perhaps). Coming back to the point though, ongoing feedback matters too.

Recognition Doesn't Need to Be Formal

When someone does something well or handles a situation brilliantly, it doesn't need a formal meeting. Sometimes a simple "well done, you did a great job" is enough.

I know some people work on the basis that if they don't hear anything, everything must be fine. That's great for them.

But there are also people who genuinely need feedback and recognition. Again, nothing formal, just a simple acknowledgement that they're doing well.

Where the Learning Happens

Constructive feedback isn't always easy to give or receive, but it's often where the biggest development happens.

Sometimes it's not about being wrong; it's simply about considering a different approach.

Know Your People

I'm not saying we need to be giving feedback every day. What I am saying is this: know your people. Understand what motivates them, what drives them, and what they need.

Some people thrive on a simple, genuine, "Well done, that was great work. Thank you." Just make sure you mean it.

Don't Wait for Feedback

Do you know your people, team, or colleagues well enough to know what approach works best for them? Do you actively seek feedback, or do you wait for it to come to you?

If feedback is important to you, why not ask for it? Let people know that hearing feedback, good or bad, helps you learn, develop and improve.