Receiving Feedback
Sometimes, having an open-door policy is not enough. Sometimes, you have to go outside your door into the hallway and seek feedback.
Ask for feedback in lower-stakes situations first to build trust with your team members on how you will respond, be open to, listen, and take action based on feedback. If you get defensive when you receive feedback in lower-stakes situations - what is the likelihood of your team sharing feedback when the stakes are higher? Build confidence with your team in the way that you receive feedback.
Ask for specific feedback to give your team insight into different perspectives of feedback. Rather than, "Do you have any feedback for me?" you might ask something like, "What's been your biggest frustration in the workplace the last month?" or "What is your favorite part of the day?" These questions guide the team member - remember, vague questions will get your vague responses.
When you receive feedback, thank the person for giving you feedback! They have taken the time to care and tried to share feedback with you - thank them!
Then, restate the feedback that you heard to check for understanding. This is an opportunity for the feedback giver to confirm or clarify their message and let the feedback giver know that you were listening to them. After you've clarified the feedback, let the person know how you are going to use the feedback. Let people know the action generated from their feedback.
Lastly, continue to seek feedback. Feedback is a continuous loop, not a one-time event. Here's what I want you to do today: ask your team member for specific feedback.
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