Diaper Genie Feedback

Today’s post is a direct response to a subscriber’s question:

I took my first real leadership position when my oldest son was still in diapers. Every time I used our diaper genie, I thought, this is just how feedback and bad news works. Each level takes the poop and seals it in a bag before it gets sent to the next level up. Then, that level sanitizes it some more with another layer of protection. By the time it gets to the top, it smells pretty benign.

“I would love to hear your thoughts on eliciting candid feedback from your team and stakeholders? How do you get your team to take the risk of saying what needs to be said to those in power? How do you go about it? What suggestions do you have to do this effectively?”

Diaper genies work great for babies, but are a dangerous leadership tool.

So how do you get your employees to tell you the truth?

How do you ask for feedback in a way that feels safe?

5 Ways To Get More Feedback

Create an Environment of Trust

When I put this question out on my Let’s Grow Leaders Facebook page for insights, Eric Dingler shared:

You have to start with the end in mind. I think the best way is to have a culture of trust to start with. If you have a reputation of being a jerk and closed off to input, no trick will work. Once you have a culture of trust. You can simply ask for feedback. If you don’t feel like you are getting feedback, you’ve probably failed to establish a safe environment.

For more on creating a trusting environment see, A Matter of Trust: Why I Trust You, Why I Don’t.

Model it

I often see managers say to their employees, “I am wide open to feedback,” but then discourage their employees from being open with others above them. Or worse, they model their fear of repercussions. Employees will always listen to what you do more than what you say. If you are open in giving honest feedback to your boss, your team will be more likely to give you truthful feedback as well.

Ask

There are many ways to ask for feedback on both a formal and informal basis. I use one-on-ones to do this on a regular basis, so the feedback is casual and frequent. I also ask for feedback more formally during mid-year and end-of-year reviews. Employee surveys can also be good. Read more about feedback in Feedback: Getting Great Insights From People Who Matter.

Respond Elegantly

Start with “thank you.” Always. Watch how you react, not just with your words, but with your face, eyes, and body language. Listen attentively and react calmly, even if you disagree with the feedback. Work to understand the perceptions, even if you know there is more to the story.

Close the Loop

When given the gift of formal and informal feedback, be sure to close the loop. Recap what you heard. If you are going to take action, share that. Circle back and ask for feedback on your progress. Closure helps to build the trust, and encourages future feedback.

Share this on your favorite network!
Share on FacebookShare on Google+Tweet about this on TwitterShare on LinkedInEmail this to someone
Posted in Authenticity & Transparency and tagged , , , , , , .

Karin Hurt

Karin Hurt, is CEO of Let’s Grow Leaders and a former Verizon Wireless executive. Karin was named on Inc.’s list of 100 Great Leadership Speakers for Your Next Conference, the American Management Association List of 50 Leaders to Watch, and as a Trust Across America Top Thought Leader in Trust. She’s the award-winning author of two books, Winning Well: A Manager’s Guide to Getting Results— Without Losing Your Soul, and Overcoming an Imperfect Boss. She’s regularly featured in business publications including Fast Company, Entrepreneur, and Inc.

10 Comments

  1. I’m not a fan of the “f” word feedback. It has a negative connotation. I’m working on a substitute. Maybe you or someone else has one.

    Many in leading positions say they want to hear what their constituents really think. Then when someone steps up and speaks their mind, the leader belittles or minimizes the comment as unimportant. Or worse, they unfairly put the person down for no reason at all.

    This type of behavior will encourage an inauthentic team who mask their true feelings.

  2. Steve,now that sounds like a good challenge….I would love to hear more about why you dislike the word… and then maybe you and I can work together to solicit input for a replacement? That could be fun…. if anyone is reading this and something comes to mind please weigh in….. Do you dislike the “f” word? Why? What would be better?

  3. Pingback: How to Tell Your Boss The Truth

  4. Pingback: 7 Reasons You Won't Hear the Truth - Let's Grow Leaders

  5. Pingback: 7 Reasons You Won’t Hear the Truth « Leadership.BlogNotions - Thoughts from Industry Experts

  6. Pingback: Why Your Team Is Masking the Truth « Leadership.BlogNotions - Thoughts from Industry Experts

  7. Pingback: Let's Grow Leaders | Inspired Leaders, Confident Humility, & Breakthrough Results | 5 Secrets To Great Skip Level Meetings

  8. Pingback: Let's Grow Leaders | Inspired Leaders, Confident Humility, & Breakthrough Results | 7 Ways to Create a Listening Culture

Leave a Reply

Your email address will not be published. Required fields are marked *