It’s about encouraging employees to provide both positive feedback and negative feedback – up, down, and across an organization.Īnd one of the best ways to do that? As the report notes, employee recognition “is an effective way for organizations to demonstrate that they care about wellbeing.” Higher employee engagementĪ culture in which two-way feedback is embraced and celebrated creates a strong sense of community – one that drives higher levels of employee engagement. So how can we expect employees to provide feedback – a process already fraught with anxiety, trepidation, and fear – to their own managers? Empowering and encouraging employees to give their manager honest feedbackĮmpowering employees to feel confident and give honest, upward feedback to managers begins by creating a culture of trust – one in which members of your organization support each other with a wide range of two-way performance feedback that’s celebratory, instructive, and constructive.
David Rock tell us in his presentation at Workhuman ® Live that simply hearing the word “feedback” gets a person’s defenses up and sends shivers down their spine.Įven constructive feedback immediately triggers an emotional defense mechanism and tends to make people shut down.
Let’s face it … feedback has an image problem. Just the prospect of receiving feedback sets off alarms
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