Performance feedback is critical as an informative gauge of our behavior and a tool to improve it. It shows us how others see us…which we may not correctly appraise ourselves.

Ignorance is not bliss. Just because we don’t know what others think doesn’t mean they’re not still thinking it. Seeking and using feedback demonstrates eagerness to develop professionally, emotional maturity and leadership.

Ask for feedback – Sources of feedback are abundant. Supervisors, direct reports, co-workers, customers, friends and family can all provide you relevant insight. Be creative! When you ask for feedback, let your sources know why you want it and ask them to be frank. Some people are comfortable sharing it verbally and others prefer a confidential, anonymous arena, like an online 360º feedback tool.

Ask about Importance – Along with getting feedback on how well you perform, be sure to ask how important it is for your development. If it’s important and a weaker area, this is an issue that needs immediate attention. On the other hand, if it is not important, this may not be a priority issue.

Be prepared – What you may hear, may surprise you. Like medicine or a physical workout, it may be tough at the time, but so rewarding in the long run. Remind yourself of the ultimate goal-becoming a better you!

Be open, listen, and display positive body language. Remember, when people give you feedback they are helping you. Why repay them with defensiveness? If you are anxious about receiving feedback, ask someone you trust. Be honest about your anxiety and let them know you value their observations.

Thank your feedback providers and share how you will use their advice.
By Lakeesha Flowers, Human Resources Specialist

Hull & Associates can provide you with an online 360º tool that is customizable, affordable, and confidential.