Rethinking The Way We Deliver Feedback

It’s time to modernise our outdated approach to feedback delivery.

The Feedback Sandwich, once a staple, is now recognised as ineffective, akin to wrapping criticism in sugary layers, hoping to soften the blow.

Instead, delivering feedback without constructive advice is merely criticism in disguise.

Feedback, once hailed as the cornerstone of performance improvement, often triggers a sympathetic ‘fight or flight’ response, hindering cognitive and emotional learning. This reaction is amplified in younger generations like Gen Z, who thrive on constructive guidance and meaningful interactions.

Here are 4 compelling reasons to swiftly adapt your feedback methods:

1. Authenticity Over Bias

Feedback often reflects personal biases, raising doubts about its accuracy and fairness. Subjective feedback, while valuable for evaluation, should be shared humbly, acknowledging its subjective nature. Embracing collective input fosters openness and growth.

2. Learning Through Positivity

Research shows that focusing on potential rather than shortcomings promotes better learning and well-being. Positive feedback ignites growth-oriented neural pathways, enhancing cognitive and emotional development. At Western Region Health, we replaced performance reviews with ‘ENGAGEMENT REVIEWS,’ emphasising support and goal-setting for optimal growth.

3. Pursuing Personal Excellence

Excellence is subjective and deeply personal. Feedback must shift from criticism to constructive dialogue. At the heart of this shift lies real-time praise and encouragement, stimulating the parasympathetic nervous system and promoting growth-oriented behaviors.

4. Efficient, Happy, and Productive Workplaces

High-performing teams [an archaic term that makes me cringe] are being replaced by efficient, happy, and productive ones. Collaborative growth and results stem from a culture of open communication, continuous feedback, and collective support. By reimagining feedback as a tool for empowerment rather than evaluation, organisations can unlock their full potential and adapt to the evolving needs of the workforce.

Feedback, inherently subjective, requires humility and openness to diverse perspectives. This approach not only promotes personal growth but also cultivates a sense of belonging and ownership among team members.

The Feedback Fallacy highlights the need for a holistic approach to feedback delivery. By rethinking how we deliver feedback, we pave the way for communication excellence and high-functioning, happy workplaces in the digital age.

To explore effective team motivation, along with exhaustive resources to assist with implementing engagement reviews into your workplace, the GrowthRx Key Motivators tool will help you to discover transformative insights on your team to revolutionise the way you deliver feedback.

Key Motivators Feedback Tool – keymotivators.com 

Ultimately, feedback delivery begins with leadership. Leaders must lead by example, embodying the principles of empathy, curiosity, and continuous improvement. You are only as effective as your communication. By prioritisimg mentorship and coaching over criticism, leaders can inspire confidence, creativity, and innovation within their teams, which leads to greater profit, staff satisfaction and freedom.

Are you ready to rethink the way you deliver feedback?

Bringing you my best,

Jade Scott

Bonus reading for leadership enthusiasts:

• Baumeister, R. F., Bratslavsky, E., Finkenauer, C., & Vohs, K. D. (2001). Bad is stronger than good. Review of General Psychology, 5: 323-370.

• Boyatzis, R. E., Jack, A., Cesaro, R., Passarelli, A. & Khawaja, M. (2010). Coaching with Compassion: An fMRI Study of Coaching to the Positive or Negative Emotional Attractor. Presented at the Annual Meeting of the Academy of Management, Montreal.

• Boyatzis, R. & McKee, A. (2005). Resonant Leadership: Renewing Yourself and Connecting With Others Through Mindfulness, Hope, and Compassion. Boston: Harvard Business School Press.

Rethinking The Way We Deliver Feedback

It’s time to modernise our outdated approach to feedback delivery.

The Feedback Sandwich, once a staple, is now recognised as ineffective, akin to wrapping criticism in sugary layers, hoping to soften the blow.

Instead, delivering feedback without constructive advice is merely criticism in disguise.

Feedback, once hailed as the cornerstone of performance improvement, often triggers a sympathetic ‘fight or flight’ response, hindering cognitive and emotional learning. This reaction is amplified in younger generations like Gen Z, who thrive on constructive guidance and meaningful interactions.

Here are 4 compelling reasons to swiftly adapt your feedback methods:

1. Authenticity Over Bias

Feedback often reflects personal biases, raising doubts about its accuracy and fairness. Subjective feedback, while valuable for evaluation, should be shared humbly, acknowledging its subjective nature. Embracing collective input fosters openness and growth.

2. Learning Through Positivity

Research shows that focusing on potential rather than shortcomings promotes better learning and well-being. Positive feedback ignites growth-oriented neural pathways, enhancing cognitive and emotional development. At Western Region Health, we replaced performance reviews with ‘ENGAGEMENT REVIEWS,’ emphasising support and goal-setting for optimal growth.

3. Pursuing Personal Excellence

Excellence is subjective and deeply personal. Feedback must shift from criticism to constructive dialogue. At the heart of this shift lies real-time praise and encouragement, stimulating the parasympathetic nervous system and promoting growth-oriented behaviors.

4. Efficient, Happy, and Productive Workplaces

High-performing teams [an archaic term that makes me cringe] are being replaced by efficient, happy, and productive ones. Collaborative growth and results stem from a culture of open communication, continuous feedback, and collective support. By reimagining feedback as a tool for empowerment rather than evaluation, organisations can unlock their full potential and adapt to the evolving needs of the workforce.

Feedback, inherently subjective, requires humility and openness to diverse perspectives. This approach not only promotes personal growth but also cultivates a sense of belonging and ownership among team members.

The Feedback Fallacy highlights the need for a holistic approach to feedback delivery. By rethinking how we deliver feedback, we pave the way for communication excellence and high-functioning, happy workplaces in the digital age.

To explore effective team motivation, along with exhaustive resources to assist with implementing engagement reviews into your workplace, the GrowthRx Key Motivators tool will help you to discover transformative insights on your team to revolutionise the way you deliver feedback.

Key Motivators Feedback Tool – keymotivators.com 

Ultimately, feedback delivery begins with leadership. Leaders must lead by example, embodying the principles of empathy, curiosity, and continuous improvement. You are only as effective as your communication. By prioritisimg mentorship and coaching over criticism, leaders can inspire confidence, creativity, and innovation within their teams, which leads to greater profit, staff satisfaction and freedom.

Are you ready to rethink the way you deliver feedback?

Bringing you my best,

Jade Scott

Bonus reading for leadership enthusiasts:

• Baumeister, R. F., Bratslavsky, E., Finkenauer, C., & Vohs, K. D. (2001). Bad is stronger than good. Review of General Psychology, 5: 323-370.

• Boyatzis, R. E., Jack, A., Cesaro, R., Passarelli, A. & Khawaja, M. (2010). Coaching with Compassion: An fMRI Study of Coaching to the Positive or Negative Emotional Attractor. Presented at the Annual Meeting of the Academy of Management, Montreal.

• Boyatzis, R. & McKee, A. (2005). Resonant Leadership: Renewing Yourself and Connecting With Others Through Mindfulness, Hope, and Compassion. Boston: Harvard Business School Press.