Receiving Feedback

Feedback is a topic which I have have contemplated, talked and written about on my Twitter threads multiple times. This post captures some of those thoughts

How to look at feedback

First of all - "Feedback is a gift" is the lens to use. Otherwise the normal human reaction is to look at it as a threat & start defending/not listen at all. So do take a pause. Assume no ill intent & let it sink in; You can always analyse later!

Think of feedback like an anomaly in system. It is not about you or other person but about about making work/team/org/system better. What observability is to software systems, Feedback loops are to an organisation & people. Faster the anomaly detection & action - the better overall work!

Framework to give/receive feedback

The 4A feedback framework is super useful from "No Rules, Rules" (Netflix). It gives you clarity on how & a method to provide valuable feedback.

TLDR:

Giving feedback:

1. Aim to assist

2. Actionable

Receiving feedback:

1. Appreciate

2. Accept or Discard

On giver's side:

1. Aim to Assist: The goal should be to assist the person do better with clear explanation of a situation and not to get your frustration off your head

2. Actionable: If feedback is not actionable - it is not very useful.

On the receiver's end:

1. Appreciate: we are naturally inclined to get defensive when we feel someone is criticising us - avoid this temptation and openly hear the feedback out

2. Accept or reject: You can get all feedback, but accepting or not is totally your choice!

One of most under appreciated things is a good lead/manager who gives candid & constructive feedback - and you have struck gold! Don't leave such place soon - collect all those nuggets of wisdom, specially early in your career!

I also strongly think, Feedback - is a strong a glue between founders to build trust & improve each other. Normal worldview that "Founders should be friends"- overrated & romanticised IMHO. "Founders should give extremely honest & critical feedback without taking it personally and work on improving themselves, constantly" - underrated & realistic view of things

Feedback Loops

Feedback is valuable because in many areas it may not be available immediately. Feedback loops are extremely useful to do right thing, but are hard to come by usually. For many areas in organisations & in life - a quick feedback loop does not exist. You have to trust the process and results kick in only after certain time. The hack is to understand process from timeless texts or someone who has been there & done that and contextualise.

Some Tactics

• "nitpick" - Word to be used when sharing feedback about something that could be seen as very trivial/minor but you think it is worth fixing that small detail. It helps set expectation on feedback receiver's side & leads to healthy debate. As they say the devil is in details.
• I try to give them instant feedback when interviewing folks as much as I can & try to course correct for better outcome, but sometimes just doesn't work. So do watch out for feedback in situations where it may not be appropriate for it to come directly!

Finally - a plug!

Organisations should create an environment where feedback is heard. The value is far higher than closing those signals. Sure there will be some noise, but closing feedback loops not worth it IMO! We are lucky to have some good folks at InfraCloud Technologies be candid with us and also don't hesitate to put their names on it!