Giving and Receiving Feedback Overview

Although receiving fair and valid feedback that is presented in a constructive manner can be very instructive and helpful, most of us find critical feedback difficult to receive. It is hard to keep a non-defensive and open attitude as the implication is that we are flawed or wrong. The reality is that a defensive reaction to feedback results from it being at least partially accurate, otherwise we would simply dismiss it.

Multi-source or 360-degree feedback is based on the premise that the people who work closely with us are in the best position to provide helpful performance feedback. When the nature of feedback is consistent and those providing it are in an informed position, it makes sense to pay attention. For example, Jackie may think she is a superb listener although everyone who works with her feels she is abysmal.

It is very difficult to see ourselves as others see us. The irony is that our self-image is at least in part a reflection of how others see us. However, we tend to judge ourselves by our good intentions while others judge us by what they observe or what they think they observe. Some people are much more sensitive to criticism than others. The most sensitive areas for feedback relate to job performance and integrity. The other barrier is that people find it very difficult to give honest feedback. This is due to a range of reasons, including cultural norms, power differences and fear of conflict. Developing skills in giving and receiving feedback is essential if the process is to be constructive.

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