Compliance Week tips: Inviting feedback
This year for Compliance Week, we will re-introduce a few tips on feedback and explain how each faculty, staff and learner can adapt these tips in day-to-day work situations.
Asking for feedback is hard, if not harder, than giving it because it means exposing a certain level of vulnerability. However, through feedback you can learn about habits or traits that you excel at, and those you may wish to change.
Constructive feedback will help you improve both personally and professionally. Remember, the most effective leaders invite and learn from feedback frequently.
In an effort to receive meaningful and accurate feedback that can help you improve your job performance, as well as the work environment that you create for your teams, you should ask the individuals who work closely with you:
|Employees||Internal ‘customers’ or areas you support|
How do I invite the feedback?
First, assess yourself. Identify your strengths, as well as areas where you can improve. This will be helpful when asking others for specific feedback. The Myers-Briggs assessment and Strengths Finder are useful resources to help you self-evaluate.
Setting the tone of the conversation is critical when asking others to provide you with feedback. You can help to begin the conversation by inviting honest opinions. For example, you could say, “One of my goals this year is to get some candid feedback about how I can be most effective at work. I could use your help so I’d like to ask you a few questions and I really want you to be honest.”
It’s important to make the person you are inviting to give you feedback feel comfortable. You can do this by asking open, specific, and non-defensive questions such as:
- If you could make two suggestions that could help me improve my performance, what would they be?
- How could I handle my projects more effectively?
- What do I currently do that helps you do your job better?
- What could I do differently to help make your job easier?
- How could I do better on following through on commitments?
- If you were in my position what would you do to show others that you appreciate them?
- When do I need to involve others when making decisions?
- How could I better prioritize my activities?
Make sure that when someone offers suggestions you do not debate or try and explain your behavior. Remember, you invited the feedback so it’s important to practice active listening skills and remain open to their recommendations. Whether you agree or disagree, the best response is to just say thank you. If you don’t fully understand the feedback, be sure to ask for more information.
When do I ask for feedback?
Knowing who and how to ask for feedback is instrumental to performance improvement; however, just as important is knowing when to ask. Here are a few suggestions to help you:
- Ask for feedback directly. Schedules can get hectic at work, so make time to ask for feedback by planning a meeting with the person from whom you want to solicit suggestions.
- Debrief on specific projects. Ask for feedback on specific pieces of work by having a post- project completion meeting with those who helped with it or were impacted by it.
- Talk about what you’re building toward. Share with others what your career goals are and ask for advice on what you can do to propel your career to the next level. What skills should you be working on? What “stretch” assignments can you be a part of to enhance your leadership abilities?
Please review these links for more information on our Corporate Compliance Program.
Corporate Compliance: 734-615-4400 | email@example.com
See something wrong and you don’t feel comfortable approaching your manager? Report it to the Compliance Hotline.