What are some common barriers to receiving feedback from providers?

1 Different expectations

One of the barriers to receiving feedback from providers is the mismatch of expectations between case managers and providers. Case managers may have different goals, standards, and methods than providers, and may not be aware of the specific feedback criteria or format that providers prefer. Providers may also have different expectations of case managers, such as their level of involvement, responsiveness, and accountability. To address this barrier, case managers need to clarify their expectations with providers, and vice versa, before engaging in feedback processes. They should also agree on the frequency, mode, and content of feedback, and how they will use it to improve their practice.

2 Lack of trust

Another barrier to receiving feedback from providers is the lack of trust between case managers and providers. Trust is the foundation of effective feedback, as it enables both parties to share honest, constructive, and respectful feedback, and to accept and act on it. However, trust can be eroded by factors such as poor communication, conflicting interests, power imbalances, or previous negative experiences. To overcome this barrier, case managers need to build and maintain trust with providers, by communicating regularly, openly, and professionally, acknowledging their expertise and contributions, resolving conflicts constructively, and following through on their commitments.

3 Limited resources

A third barrier to receiving feedback from providers is the limited resources available for feedback. Case managers and providers may face constraints such as time, budget, staff, or technology, that limit their ability to provide or receive feedback. For example, case managers may not have enough time to solicit, review, or implement feedback from multiple providers, or providers may not have the resources to monitor, document, or communicate feedback to case managers. To overcome this barrier, case managers need to prioritize and allocate resources for feedback, by identifying the most relevant and valuable sources of feedback, using efficient and accessible tools and methods, and integrating feedback into their workflow and schedule.

4 Resistance to change

A fourth barrier to receiving feedback from providers is the resistance to change that case managers or providers may have. Feedback can be perceived as a threat to one's competence, autonomy, or identity, and can trigger defensive or emotional reactions that prevent learning and improvement. Case managers or providers may also be reluctant to change their established practices, habits, or beliefs, or to adopt new or unfamiliar approaches or standards. To overcome this barrier, case managers need to foster a growth mindset and a culture of feedback, by recognizing the benefits and opportunities of feedback, seeking and giving feedback regularly and proactively, and celebrating and rewarding feedback-driven improvement.