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What do you do if your feedback isn't motivating and inspiring employees from diverse backgrounds?

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When your feedback isn't resonating with employees from diverse backgrounds, it's time to reassess your approach. In a multicultural workplace, one-size-fits-all feedback can fall flat. To foster a culture of growth and motivation, you need to understand and appreciate the unique perspectives and values that each individual brings to the table. Tailoring your feedback to align with diverse cultural contexts can transform it from demotivating to empowering, inspiring employees to excel and contribute their best to the team.

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Alix Grunwaldt-Sampson

People & Culture Change Agent | Diversity, Equity and Inclusion Specialist | HR Strategy | Employee Engagement Focused…
Ali Khan

LinkedIn Top Culture Change, Leadership Development & Healthcare Management Voice. Founder L…
Ezequiel Chissonde

Médico, Consultor em Saúde Mental e Ocupacional, Palestrante, Mentor Individual e de Grupos

1 Assess Feedback

To start, take a step back and critically assess the feedback you've been giving. It's crucial to consider whether your communication style is clear and whether you're addressing the diverse needs of your employees. Reflect on how your feedback is being received and ask yourself if it's constructive or if it inadvertently discourages. Remember, effective feedback is not just about what is said, but how it is said. It should be a tool for growth, not a source of discomfort or misunderstanding.

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Ezequiel Chissonde

Médico, Consultor em Saúde Mental e Ocupacional, Palestrante, Mentor Individual e de Grupos
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Aqui é fundamental ter a habilidade de ouvir o colaborador. Muitas vezes ele entende exatamente o inverso da mensagem que emitimos. Outras vezes ele entende bem nosso feedback, mas n?o sabe construir um retorno adequado. Sem perguntar e ouvir o que está ocorrendo, jamais entenderemos onde está ponto critico e podemos estar sempre frustrados devido ao insucesso dos feedbacks.

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2 Understand Diversity

Understanding the cultural backgrounds of your employees is key to delivering feedback that motivates and inspires. Cultural norms influence how people perceive feedback, so take the time to learn about the diverse values and communication styles within your team. This knowledge will enable you to tailor your feedback in a way that resonates with each employee, making it more meaningful and effective in fostering professional development.

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Alix Grunwaldt-Sampson

People & Culture Change Agent | Diversity, Equity and Inclusion Specialist | HR Strategy | Employee Engagement Focused | Agile Experienced | Human-centred Design Thinker | MAHRI
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You need to have a variety of channels and ways for people to provide feedback. Some folks do not like to participate large feedback forums, so a variety that includes 1:1’s, focus groups, anonymous surveys etc is a great way to ensure a diverse range of perspectives are captured!

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Ezequiel Chissonde

Médico, Consultor em Saúde Mental e Ocupacional, Palestrante, Mentor Individual e de Grupos
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Eu particularmente tenho muita dificuldade de lidar com colaboradores que escolhem o silêncio como resposta. Já me frustrei bastante por isso. Hoje bem menos. Porque aprendi a perguntar porquê a pessoa age com silêncio e me deixa pensar em N op??es de interpreta??o de seu silêncio. E as respostas têm sido surpreendentes: A maioria age assim simplesmente pela timidez, medo ou incapacidade de expressar suas ideias. Isso muda tudo! Passou a me convidar a acolher e encorajar em vez de criticar, se irritar e até demitir colaboradores.

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3 Adapt Communication

Adapting your communication style is essential when dealing with a diverse workforce. Avoid using jargon or colloquialisms that may not be understood by all team members. Instead, opt for clear, straightforward language and provide examples to illustrate your points. Be mindful of non-verbal cues and the potential for cultural misunderstandings. By being flexible in your communication, you create an inclusive environment where feedback is a constructive dialogue.

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Ezequiel Chissonde

Médico, Consultor em Saúde Mental e Ocupacional, Palestrante, Mentor Individual e de Grupos
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Em mais de 30 anos de lideran?a e diferentes contextos, aprendi que cada colaborador tem um estilo ou modelo de comunica??o ideal para si. Alguns preferem conversa olho no olho. Outros preferem responder a um email ou formulário. Há quem prefere uma conversa mais descontraída. Para outros, se você n?o for firme e formal, jamais levar?o o feedback a serio. O Líder precisa ter a habilidade de fazer essas distin??es e adaptar sua abordagem ao estilo de cada colaborador.

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4 Provide Context

Always provide context for your feedback to ensure that it's understood within the right framework. Explain the impact of an employee's actions on the team and the organization, and relate it to their personal goals and the company's objectives. This helps employees from different backgrounds see the bigger picture and understand how their work fits into the broader mission, which can be incredibly motivating.

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5 Encourage Dialogue

Encouraging a two-way dialogue opens the door for employees to share their perspectives and concerns. This exchange fosters a sense of ownership and empowerment. When employees feel heard, they are more likely to engage with feedback positively. Facilitate open discussions where employees can ask questions and provide their input, making the feedback process collaborative and dynamic.

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6 Personalize Approach

Lastly, personalize your approach to feedback. Recognize that each employee may have different preferences for how they receive feedback—some may appreciate directness while others might prefer a more nuanced approach. By taking the time to understand these preferences, you can deliver feedback in a way that is both respectful and impactful, helping each member of your diverse team to thrive.

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Lyndall Johnston

Coaching | Education | Psychology | Neurodiversity Critical Thinking | CrossFit | Dancer | Empowering Women | Anti-Violence | Anti-Abuse ? Status Quo UON Newcastle (BA) | UNE New England (Grad. Dip. Psychology 25)
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If your feedback isn't inspiring and motivating a diverse team, definitely go back to the drawing board. How diverse is your team? Do you understand the diversities in your team? Have you taken the time to learn about the differences each individual brings to the table? Have you ensured each person feels genuinely respected for who they are? Have you asked them for feedback on your approach and suggestions for what works for them? Have you flipped the script and allowed them to teach you who they are, how they thrive, and what's best for them?

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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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Ali Khan

LinkedIn Top Culture Change, Leadership Development & Healthcare Management Voice. Founder L & D Professionals Club 360K + Members, Global Diversity & Inclusion Club, Coaching & Mentoring Club.
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Learn to treat feedback as a gift. It is pivotal for organisations to embrace the intersectionality of their people, recognising that each individual has a number of distinct and unique identities, strengths, and experiences that overlap and intersect in different ways that all contribute to one’s unique and authentic self. Fostering inclusion often starts with the tone at the top and it's time to focus on leadership efforts on the development of compassionate and inclusive cultures that truly value the diverse workforce of today. It's high time to promote and embed diverse and inclusive cultures, efforts must focus on transforming our organisations to fit all people.

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Tamica Sears

Executive Coach | Fractional HR Leader| DisruptHR Host Building Healthy, Profitable, & Inclusive Workplaces
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If your methods aren't working for a diverse group, it's time for you to make some changes. Employee engagement and motivation is deeply personal so you have to get to know your employees to know what motivates them. What makes one person happy to go to work may make another person want to pull the covers over their head and stay in bed. It's very important that you know in detail what types of praise everyone on your team likes, what motivates them, and how to use that information to keep them engaged and happy.

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What do you do if your feedback isn't motivating and inspiring employees from diverse backgrounds?

1

2

3

4

5

6

7

1 Assess Feedback

2 Understand Diversity

3 Adapt Communication

4 Provide Context

5 Encourage Dialogue

6 Personalize Approach

7 Here’s what else to consider

Culture Change

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What do you do if your feedback isn't motivating and inspiring employees from diverse backgrounds?

1

2

3

4

5

6

7

1 Assess Feedback

2 Understand Diversity

3 Adapt Communication

4 Provide Context

5 Encourage Dialogue

6 Personalize Approach

7 Here’s what else to consider

Culture Change

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