5 concrete ways you as a manager can work with feedback

Today you will meet Michael.

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He is a manager in a Danish energy company.

In the leadership team of which Michael is a part, they had a clear goal:

They wanted to get better at giving and receiving feedback.

"We realised that we couldn't create this feedback culture by having all managers learn the same models in one day of training, which we then tried out ourselves afterwards," says Michael.

"That would only lead to feedback having our full focus for a short period and then petering out. Plus, staff saw feedback as a bit of a buzzword that never really became part of our everyday lives, and we wanted to change that."

That's why Michael and his management colleagues opted for a tailored feedback programme with Feedwork. The programme consisted of a mix of live sessions, practical tasks and coaching along the way.

So what has come out of this effort?

Here are 5 ways Michael as a manager succeeds with more and better feedback in everyday life - and which can be a great inspiration for the rest of us:

1) Take small steps

"I knew a lot of good feedback tools already, but I quickly found that I wanted to implement too much at once. Instead, I tested out some techniques for a few weeks. In the follow-ups with Danni, I then found out what made the most sense for me to focus on and what I might as well park because it just didn't fit into everyday life."

2) Ask for feedback more often and in less formalised contexts

"I ask for feedback more often now than I did before. And I ask for small things rather than calling for actual feedback sessions. I get more honest and immediate feedback that way. And staff don't get tired of 'we need feedback again' - because it happens almost without them noticing."

So how does Michael do it?

"For example, I ask after a meeting, "How has this topic we've discussed today added value?" And when they've been through some training, I always send surveys, which have a great response rate."

3) Allow for immediate and honest feedback - e.g. with anonymous surveys

"I dare to ask more openly than before. For example, I've just sent out an anonymous survey after a training course that employees have attended. I ended the survey with an open field where people can write whatever they want. This field was filled in by 16 out of 17 employees, so it was a success."

4) Show what you use the feedback for

"When I get good answers, I show more clearly what I use the feedback for. I simply say, 'I got these answers from you, and here's what I'm using them for.' So that employees feel they actually have some influence."

5) Set realistic goals - and stick to them

"I use small targets in everyday life, e.g. "Remember to ask about this at the meeting." I write what I want to ask for feedback on in my own little agenda so I remember it. Because it doesn't just happen by itself."

Looking back on the Feedwork process, Michael says:

"By working with the tools over time, I've found that you don't have to use 100% from the start. You need to have sparring along the way and be able to distinguish between right and wrong in relation to the everyday life you have and the leader you are. Danni helped us with that along the way."

Finally, Michael offers a word of caution if you want a better feedback culture:

"We are just starting to implement a feedback culture and there is a long way to go. But people are very happy to give feedback now, and we can feel that there is an increased expectation that it will be put to good use. So if you want to get better at getting more feedback from staff, you have to be prepared to use it for something when it's successful!" he concludes with a smile.