How to Invite Real, Honest Feedback from Your Direct Reports
Getting real feedback from your direct reports is tough. Engagement surveys, and regular check-ins don’t always directly lead to genuine results that you can apply to enhance your leadership style. The biggest reason for this is the fear of getting in trouble for being honest.
In the case of anonymous surveys, employees don’t always believe that they have full anonymity which makes them more likely to hold back. Face-to-face conversations can be equally difficult. While exit interviews can provide some much-needed insight, they are simply too late to serve any use to the employee.
Constructive feedback is an essential part of growth. So here’s how to change your framework for receiving feedback so that you can move in the direction of growth for yourself, your direct reports and your company.
Change how you ask for feedback
People often get dissuaded from giving feedback because they believe it won’t be received well. They might also hold back because they find that giving feedback that won’t be turned into action anyway isn’t worth the time and energy it takes. With some changes to the way you ask for feedback, you can minimize this reluctance. Here are our recommendations:
Offer both written and verbal opportunities for feedback. If you’re using a survey or questionnaire, be sure to include a way for people to schedule time with you to elaborate or talk to you in-person if needed.
Do your employees want anonymity? Free Suggestion Box and Poll Everywhere are two free and anonymous examples of online tools for collecting data. If you’re getting feedback through interviews or conversations, you might even decide to involve a neutral third-party facilitator who can collect the data for you, so that your employees’ responses aren’t as biased.
Collect feedback at regular intervals. Keep a strict schedule for when you ask for feedback. For instance, in your 1:1s during the fourth week of the month. You can also mark feedback collection on your team-wide calendar. If it is done consistently, people will come to trust your interest in getting real feedback.
Try a new form of feedback collection. There are many formats and styles for feedback collection. Pulse surveys for instance, are a shorter and faster way to check in with your direct reports and get frequent feedback. Instead of only approaching your employees, you can also talk to a mentor or other managers for more feedback and help with translating it into action.
Assure others that you will give their input the attention it deserves. When listening to feedback, try to maintain eye contact and use body language signs such as nodding to show engagement. Taking notes is a huge plus too and will be very useful to refer back to.
Thank your direct reports for their time. It’s helping you become a better leader!
Change your attitude to receiving feedback
If you’re someone that feels resistant to change or anxious about what others think of you - it’s okay to be hesitant about feedback. But being defensive is likely to deter others from providing the information you need to improve. Check yourself for defensive behaviour - like constantly providing counter arguments and rationalizing your actions. Accept and own up to your mistakes when addressed. Do your best to place yourself in their shoes and understand the perspective they’re sharing with you.
Change how you receive feedback by holding yourself accountable and demonstrate this to them by starting to make changes accordingly. Try to always follow up on the feedback you receive - especially if someone gives it to you directly. Cultivate a culture of trust, honesty and an open-door policy to speaking with your team. Extend this receptiveness to beyond just feedback collection, but also your employees’ day-to-day emotions and tasks.
Build on your team’s psychological safety
Above all, having strong psychological safety in your team is key to getting real feedback. Psychological safety maintains trust between you and your team, and helps you be more transparent with each other. Maintain a culture that prioritizes honesty, communication and inclusion, and your team will be happier to share their thoughts with you.
For more concrete tips, read our resource on Five Things to do in your 1:1s that Help Build your Team’s Psychological Safety.
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