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What do you do if your colleagues are hesitant to provide honest and valuable feedback?

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Navigating the tricky waters of workplace communication can be daunting, especially when you're seeking honest feedback from your colleagues. Feedback is the cornerstone of personal and professional growth, yet sometimes your coworkers might hold back their true thoughts due to various reasons, ranging from fear of conflict to a desire to maintain a pleasant work environment. If you find yourself in a situation where your colleagues are hesitant to provide valuable input, there are strategies you can employ to encourage openness and foster a more communicative atmosphere.

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1 Build Trust

Building trust is crucial when encouraging your colleagues to share honest feedback. Begin by showing that you value their opinions and are open to constructive criticism. Demonstrate your willingness to act on feedback by making visible changes when appropriate. By establishing a track record of positive responses to input, you can create a safe environment where your peers feel comfortable being candid without fear of negative repercussions.

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Allison Narvaez

People Management and Leadership. Project Development Manager. Director of Education-Skincare. Mental Health First Aider for Adult and Youth.
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Providing feedback can be a challenge for a lot of people as they don't want to make others feel bad or uncomfortable. I prefer to call it "constructive feedback" rather than criticism. There's an art to sharing honest feedback and it can be done in a constructive and positive manner. Host practice sessions and meetings for those colleagues who are hesitant. Share a negative scenario followed by a positive scenario so that they can learn how to deliver and not deliver feedback. It all comes down to creating trust and instilling confidence.

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2 Ask Directly

Sometimes, the most effective way to elicit feedback is by asking for it directly. Be specific about the kind of feedback you're looking for and why it's important. This clarity can help colleagues understand the context and give them a framework for their thoughts. Additionally, by expressing your commitment to improvement and explaining how their feedback contributes to that goal, you can motivate them to share their insights more freely.

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Evangeline Carpenter

People Ops/Experience Leader | Chips & Queso Enthusiast
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There are many reasons why directness feels daunting/scary/consequential to people; however, one of the big ones is because they don't want to "rock the boat" and make anyone upset. One of my biggest pieces of advice follows the saying: "Being nice isn't the same as being kind" Avoiding direct conversations and letting issues boil and spiral is harmful, so while you're being nice by not saying anything, how much are you actually disservicing them, your team, and yourself by "being nice" and not having direct conversations that help you or your team grow, highlight diverse perspectives, find better solutions, tackle discomfort before it turns into anger, etc.? Kindness is directness in a way that is constructive, thoughtful, and genuine.

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3 Facilitate Anonymity

If directness doesn't yield the desired results, consider providing an anonymous way for colleagues to give feedback. Anonymity can remove the fear of personal conflict or repercussions, allowing for more honest and uninhibited responses. Whether it's through a suggestion box or an online survey, creating a channel for anonymous feedback can be an effective tool for gathering genuine insights from your team.

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4 Offer Reciprocity

Reciprocity can be a powerful motivator. Offer to provide your colleagues with feedback in return, creating a two-way street of communication. This exchange can help normalize the practice of giving and receiving feedback within your team. When your colleagues see that you're also open to receiving input, it can encourage a more balanced and reciprocal feedback culture.

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5 Lead by Example

Leading by example is one of the most impactful ways to influence your colleagues' willingness to provide feedback. Actively seek out and graciously accept feedback, showing that you're committed to personal and professional development. By modeling the behavior you wish to see, you can inspire others to follow suit and contribute to a culture of open communication.

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6 Encourage Dialogue

Finally, encourage ongoing dialogue rather than one-off feedback sessions. Make discussions about performance and improvement a regular part of your team's routine. This ongoing conversation can help demystify the feedback process and integrate it into the fabric of your daily work life, making it a natural and less daunting aspect of your team's interaction.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your colleagues are hesitant to provide honest and valuable feedback?

1

2

3

4

5

6

7

1 Build Trust

2 Ask Directly

3 Facilitate Anonymity

4 Offer Reciprocity

5 Lead by Example

6 Encourage Dialogue

7 Here’s what else to consider

Conflict Management

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What do you do if your colleagues are hesitant to provide honest and valuable feedback?

1

2

3

4

5

6

7

1 Build Trust

2 Ask Directly

3 Facilitate Anonymity

4 Offer Reciprocity

5 Lead by Example

6 Encourage Dialogue

7 Here’s what else to consider

Conflict Management

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