Page 195 - The Voice of Authority

The message here? If you’re serious about getting feed-
back, you have to take matters in your own hands. If oth-
ers give feedback hesitantly, make it more comfortable by
asking key questions either periodically or after you com-
plete key projects: “What ideas do you have for making this
project even more successful next year?” “What would you
change if you were handling this project next time?”
“You’re pretty good at synthesizing information—what is
the consensus of opinion about how this project went?”
“I’m always interested in self-improvement. What skills
would you add to my ‘needs improvement’ list for the next
12 months?”
Organizations, too, have to assess where they stand in-
ternally and externally with customers. Interviews, sur-
veys, focus groups, online audits, exit interviews—all
paint the picture. The findings of the Sirota Survey Intel-
ligence of 370,378 employees also showed that when
people don’t think employers treat them with respect they
are more than three times as likely to leave their company
within a two-year time frame. What do people consider
as demonstrations of respect? Being recognized for ac-
complishments. Soliciting,
listening to, and acting on
their ideas and suggestions. Without feedback in
Encouraging full expres- marriage, lovers drift
sion of ideas without fear toward divorce. With-
of negative consequences. out feedback at work,
Providing helpful feedback employees drift toward
and coaching. the door.
Take the information you
gather in such feedback ses-
sions and develop your personal or corporate action plan.
Without feedback in marriage, lovers drift toward divorce.

Is It Circular? 183