How to give feedback in a kind & inclusive way
In this week’s email
“What do you want to be when you grow up?"
"Kind," said the boy.
― Charlie Mackesy, The Boy, the Mole, the Fox and the Horse
There is power in asking for feedback and in a working world where performance reviews and peer feedback are the norm, exchanging feedback is unavoidable. Feedback helps us understand our strengths and weaknesses, gives us gold stars with our superiors and ultimately helps us learn how to become better at our jobs and move up the career ladder.?
Asking for feedback is one thing, but mastering the art of giving feedback is a whole other ball game. Particularly if you find yourself in the tricky position of delivering feedback to individuals who are underperforming, suffering from a mental or physical impairment, or those in marginalised groups – you may feel a little anxious. This is a totally natural feeling; you’re aware that raising any issues may make both parties feel uncomfortable, spark insecurities, or worse, lead to you being accused of being prejudiced.
Forbes addresses this problem, noting that “studies show that professionals of color receive less feedback, guidance, and mentoring than their white colleagues, and women get less actionable feedback than men.”
It seems that instead of addressing the elephant in the room, leaders are actively avoiding giving feedback to certain individuals which is just as damaging.?
So, what can you do as a leader?
First things first, don’t avoid the subject. As an employer, you have a duty of care to support your employees’ progression, protect them from bias, and ensure they feel like equally treated, valued members of the team.?
You can’t shy away from difficult conversations for fear of saying the wrong thing. Instead, do your research and make sure your feedback is given in a kind and inclusive manner.
How to give feedback in a kind & inclusive way
Approaching tricky conversations is never easy, but it’s down to inclusive leaders to pave the way and showcase a healthy dialogue with all team members.?
As Forbes says, “engage with curiosity and humility. And when you stumble or don’t get it right (which will happen), stick with it. You can both learn from having the conversation.”
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