Feedback Fatigue: Are We Overdoing It?
According to Gallup's 2023 State of the Global Workplace report, only 21% of employees strongly agree that they receive meaningful feedback. This suggests that while we may be concerned about feedback overload, the real issue might be a lack of quality feedback.
Frequency matters. A study published in the Harvard Business Review found that employees who receive weekly feedback from their manager are 2.7 times more likely to be engaged at work compared to those who receive feedback once a year.
But it's not just about frequency - it's about quality and approach. We’re seeing organisations moving towards more continuous, forward-looking conversations rather than traditional performance reviews.
Here's how to strike the right balance:
Make it regular: Aim for weekly check-ins but keep them brief and focused.
Focus on development: The Deloitte report emphasises the importance of future-focused conversations.
Encourage two-way dialogue: Ongoing peer feedback and check-ins are key for successful outcomes.
Be specific and actionable: Vague praise or criticism rarely leads to improvement and is unlikely to be seen as meaningful.
Transformation is possible through meaningful feedback. It's about creating a culture of growth, not scrutiny.
Remember, effective feedback isn't about ticking boxes - it's about fostering development and engagement.