Easy Reads #9 - Feedback and Response
Ramki Sitaraman
Engineering Partner at Thoughtworks | Healthcare, Energy Portfolio, Growth Enablement
Before the #EasyReads series, the last article I wrote in LinkedIn was in June and felt it is high time that I break the laziness/writer's block or whatever crap that paused my writing. So I came up with this short Easy Reads format.
This is a typical conversation that sometimes I hear in the corridor of which sometimes am a part.
Person 1 : "How is the new developer doing?"
Person 2 : " He/She is ok , but remains silent in the huddles"
Person 3: "Oh, that's not our culture. Give him/her feedback"
Person 4: " Sure, will ensure all of us will give that feedback"
In my current position, I do notice these conversations - Feedback is great - it helps to create that balance in a system where people can auto correct based on the feedbacks , be aware of biases, overcome areas of improvement and all . Where it fails is the linear expectation of " Oh, I give you feedback, you need to change "
If only life has been easy ! - there have been wonderful articles on feedback - how to send & receive feedback and am not going to state something beyond that. I found few aspects something very important when you provide feedback
- Creating a safe environment for the new person - When a new person joins, there are so many aspects that he/she is worried- proving himself/herself, forcing to adapt to new environment, new ways of working. Taking in feedback on top of it is something very big ordeal for that person. It is important to make that person feel that this is a safe environment and 'feedback' is not appraisal.
- Seek to Understand through Dialogue - When you provide feedback, do account for the personality - for example, rather than saying ' you are quiet', you can have a conversation of what is the preferred way of expression. When you can have a dialogue in feedback, trying to be open to understand the person better is important.
- Expect Delays - For some of the feedbacks, expect that there will be a time delay between the time it is given and the time you can 'sense' the difference. Trying to provide the same feedback multiple times cramps the space for the person .
What has been your experience in feedback ?
Technical & Data Platform Product Manager @ TCS-Walgreens | Agilist | #ProductPerson | Cloud Enthusiast | AI Optimist
5 年Very well summarized, Ramaki. I was listening to a webinar about Feedback, and I can relate to it and with my experience. For me, two other important factors for a feedback are, Who and When. Who: I trust some people and the fact they are my well-wishers. I am most likely to believe and gratefully receive feedback from them, rather someone I know is not interested in my growth and has ones own motives. When: And, secondly, as a human - not all days and times, I have same feeling. I'd rather be prepared and willing to accept or listen to feedback than someone just comes and pour at me. Like you said, conversation and understanding the person is key part of it. Yesterday, I read a quote,?“Tact is the art of making a point without making an enemy.”- Howard W. Newton. I guess, it's also relatable to the Feedback.