Learn and grow from others' perspectives
You’ve just overheard an employee comment negatively on your work and it’s wound you up. We know, receiving feedback as a manager can be difficult.
Another employee might explain to you that your process is creating difficulties in their role.
Or perhaps you’ve been called into your manager’s office to discuss your approach.
One of the most difficult things to come to terms with as a manager or leader is that you’re not going to get everything right all the time. And hearing and admitting that you got it wrong is another.
You know yourself that giving feedback to employees is a continuous process.
So, remember that receiving feedback as a manager should be a regular occurrence for you too.
Feedback helps you to unlock your leadership potential.
Why you should welcome feedback
Hopefully, your manager is as good as you are at giving feedback and understands how to do so productively. But if not, ask questions about what they liked next time they praise you. Ask for details if they delegate a task from your workload to someone else.
Managers should invite feedback because it will help them reach their goals in the long run. In fact, they should actively seek it.
Showing that you’re open to feedback proves to your boss that you’re willing to adapt and learn for the good of the company. It also reminds your employees that managers are human and you understand that you make mistakes too.
When your attitude towards feedback is clearly positive, employees and managers will feel more comfortable in approaching you. The benefit is that you won’t miss out on any great ideas they have and you can be seen as a supportive manager.
Plus, your employees will value and respect you. Therefore, you improve your ability to attract and retain talent.
Next time you’re given feedback – by an employee or a higher-up – remember this gives you the opportunity to prove your capabilities and that you’re receptive and relatable.
Tips for accepting feedback
When it comes to receiving feedback as a manager, there are some do’s and don’ts to be aware of.
Do
Thank the provider:
Whether you agree or not, acknowledge the effort and risk taken to provide feedback. Additionally, you can explain how you plan to respond to their feedback.
Listen actively:
Focus on understanding the feedback without immediately reacting or defending. Showing that you’re really interested in what they have to say proves you deeply care about your role and how you are affecting your team.
Ask for specific examples:
If feedback is vague, request examples to gain clarity. if you’re told you need to work on your phone manner, ask they feel is inappropriate. Likewise, if you’re complimented for delivering a great meeting, show your gratitude but also ask what they liked about it.
Reflect before responding:
Take a moment to absorb what's been said before you respond. You may want to call a follow up meeting to reiterate or clarify your response. Be sure to arrange this as soon as possible so that all sides are still clear on the details of the situation.
Request follow-up:
If you make changes based on feedback, ask for continued observations to ensure you're on the right track. This way, you can give evidence of the steps you’ve made to develop and adapt.
Don’t
Wait for feedback
Regularly request feedback. This shows you’re receptive and want to demonstrate your commitment to growth.
Keep it to yourself
When you rely on only one source of feedback, you run the risk of making changes to suit that one person. Those changes could then affect others in different ways. Ask trusted colleagues if they think the feedback is fair and what they would do in the situation.
Become emotional
Fear of being attacked with feedback can limit our ability to act rationally. Avoid acting emotionally in ways that present anger, frustration, jealousy, fear, indifference or resentment. Take the emotion out of the situation and try to think rationally by listening and taking a moment to respond.
Assume it’s completely honest
Receiving feedback as a manager may not always be open and direct. They may not give you the full story for fear of upsetting or angering you. Show that you’re willing to make changes and their full and honest feedback will come in time.
In conclusion
Receiving feedback isn't about defending or justifying; it's about embracing opportunities to learn and grow. Mastering the art of receiving feedback as a manager creates a culture of continuous growth, collaboration, and mutual respect. Proving that you’re receptive to feedback helps foster innovation and builds stronger relationships.