The Power of One-to-One Conversations
We would all agree that feedback is essential for nurturing our team, shaping their growth, and fostering a high-performing culture. We would also agree that the manner in which feedback is delivered can significantly impact its effectiveness. Let’s explore the transformative power of feedback, focusing on the importance of one-to-one conversations and 360-degree feedback mechanisms.
The three main faces of feedback
- Negative feedback: A pitfall to avoid, we all know this yet commonly yet many commonly fall into this trap: Negative feedback, often characterised by harsh criticism or even public reprimands, is counterproductive! It diverts focus from improvement to resentment, damaging morale and productivity. This approach keeps team members fixated on their dislike for the feedback provider rather than on improving their work. It’s essential to remember that negative feedback seldom motivates; it alienates and demotivates.
- Constructive feedback: The path to growth, easier said that done really but where we need to be — constructive feedback is not just about pointing out what went wrong but guiding towards what can be done right. Unlike mere criticism, constructive feedback involves recognising achievements and addressing areas for improvement with actionable advice. This type of feedback is a dialogue, not a monologue, fostering an environment where team members feel valued and supported.
- The Absence of feedback: The silent killer, this is where longer term damage is done — ignoring the need for feedback is just as detrimental as negative feedback. When leaders overlook issues at work or fail to acknowledge performance, they miss opportunities to reinforce and encourage behavious. This void can lead to disengagement and stagnation.
One-to-one conversations are a powerful tool for providing personalised, effective feedback. These conversations should aim to build trust and rapport, ultimately making it easier to deliver and receive feedback constructively. Regular one-to-one meetings should strengthen the relationship with your team member and hopefully provides specific, actionable feedback that aligns with the business goals taking into account the individual’s role and career goals.
A few pointers for you to chew on: specificity is key. Vague feedback is unhelpful; be clear about what was done well or needs improvement. Focus on behaviour, not personality, to avoid defensiveness and promote constructive dialogue. Timing is also crucial; provide feedback close to the event when the context is fresh, and choose a moment when both parties are calm and receptive. Encouraging self-reflection with open-ended questions can also help team members assess their performance and identify areas for growth.
In my my third Canny Bites book titled: Attract, retain and grow your team to grow you business, I stated that ‘building a high-performing culture starts with effective feedback and the right tools and approaches to nurture your team. By focusing on open communication, one-to-one conversations, and comprehensive feedback mechanisms like 360-degree reviews, you can create an environment where continuous improvement and growth are integral to your business. This is not just about improving individual performance but driving the overall success and growth of your organisation.’
Safaraz Ali
