If you are a leader, you can't expect others to give you feedback. Everyone is too busy to offend their boss. Or even if it is just an employee, it is in urgent need of guidance. The manager is worried that it will hurt morale or have no thoughts in his mind for the time being, and even can't give priority to this matter, so he must rely on himself to get the information he needs. ?
As a manager, asking for feedback is a good opportunity to produce a chain reaction. By repeatedly asking subordinates to give criticism and suggestions, it looks more tolerant and subordinates are more likely to communicate with each other. In addition, everyone in a department or enterprise can get used to accepting and giving criticism. You know, this is not a negative or destructive approach. Criticism can be put forward in different ways-indirectly or directly. The best way is naturally to combine the two.
Step 2 Seek feedback indirectly
It is possible to treat criticism as a gift to others or a service to others. Send the feedback you get to employees all over the company. This can bring two benefits: it shows all employees that CEO welcomes feedback and is grateful; This allows everyone in the company to express their views and participate in the management of the company. ?
Everyone accepts private criticism, but if it is the boss, other employees must see their reaction-they are willing to accept everyone's criticism and thank them. You need to admit your mistakes to create a healthy feedback culture.
It takes a lot of effort, and then it is constantly criticized by team members. Once you have the first member who is willing to be honest with each other, you should treat it as a treasure. It is necessary to create a network effect, which can provide more feedback information.
As a manager, you need to try to get the first subordinate to express his honest opinion in front of the team members. Finally, the first person to give feedback needs to be rewarded.
Think about how brave it takes to get subordinates to criticize their bosses. If you screw this up, it's over. You may not get such feedback for a long time.
The ultimate goal is to use the enthusiasm brought by this incident to help everyone in the team realize that they can be honest with each other and admit their mistakes frankly. After all, self-criticism is feasible. One of the best ways is to reward employees who are always honest with each other. Creating such a corporate culture will help everyone achieve better results in their careers.
3. Ask for feedback directly?
Private conversation will disturb the corporate culture and weaken the trust between teams. In order to ensure that this will not happen to the team, you might as well ask directly. It is often more convenient to know what is happening now. So this is done in an exploratory way, not aggressive. It can also adjust what people say into positive suggestions.
4. Accept this uncomfortable feeling
For all those who want to get honest feedback from colleagues, "accepting this uncomfortable feeling" should be one of the guidelines to follow. There is a false assumption that making people feel comfortable can make them easier to criticize. But this is not the case. When asking colleagues to criticize, you have to admit that you put your subordinates in an extremely uncomfortable position.
Trying to change this feeling is useless. Tell your subordinates directly that you need advice to finish your work better. Don't let the awkward atmosphere get in the way of a frank conversation. The more you reward this honest behavior, the more people will join in.
5. Reward employees who are honest with each other.
Regard the first person who is willing to face criticism frankly as a treasure. In fact, everyone should treat it this way, but the first batch of people who are willing to criticize should be specially rewarded. It can change the way enterprises treat each other honestly. Never criticize this matter. Just say thank you.
? Step 6 rely on habits
Nowadays, many people are talking about creating a learning culture, which means that employees can openly discuss everyone's mistakes and discuss ways to improve them. Without effective measures, all this will not change. Need to provide a fuse, and then help the team develop the habit of honest feedback.
Small habits are a compromise between doing nothing and carefully designing systems and processes. The key is to make these small habits simple without taking up important time. Make sure that things that are honest with each other often happen.
Don't add any extra processes. This habit of being honest with each other is seamlessly embedded in everyone's daily life. It's very important to ask everyone for feedback, and you should give an appropriate response after receiving the opinions.