The Power of Constructive Feedback in Organisational Culture
In today’s rapidly evolving work environment, navigating the challenges of change and uncertainty can feel overwhelming. With shifting priorities, economic instability, and a tense job market, organisations are searching for stability, and employees are feeling the strain. One key to building resilient teams and maintaining productivity in these challenging times is effective constructive feedback.
At iNOMEE, we believe that learning how to give and receive feedback is essential to navigating workplace challenges. When organisations adopt an inclusive approach that recognises the diversity of communication styles, feedback becomes an even more powerful tool for fostering a high-performing work culture.
The Importance of Regular Constructive Feedback
Employees who receive consistent, actionable feedback are significantly more likely to feel supported and engaged. A study conducted by Wiley found that 92% of employees who received weekly feedback felt supported by their managers, compared to just 59% who received feedback annually. This underscores a vital truth: feedback frequency drives engagement.
As Harvard Business Review emphasises, feedback should be continuous, not a one-off event. Weekly feedback enables employees to make quick adjustments, celebrate progress, and improve performance in real-time. In contrast, annual feedback can often feel disconnected, missing key opportunities for course correction and recognition.
By integrating regular feedback into your workplace culture, you foster a transparent, trust-based environment that boosts employee morale and motivation. Moreover, personalised feedback that acknowledges the diverse communication styles within your team helps create a more inclusive and supportive atmosphere, ensuring every team member feels valued and empowered to grow.
Navigating Conflict in the Workplace with Neurodiversity in Mind
Conflict in the workplace is not uncommon, especially when communication styles differ. Neurodivergent individuals, like those on the autism spectrum, may communicate in ways that seem blunt or unfiltered, but their feedback often highlights important issues that deserve attention.
Let’s look at an example involving Josh, an autistic colleague, and Alice, a neurotypical colleague. Josh, who values honesty and rule-following, directly addresses concerns about Alice’s work accuracy. His blunt feedback, however, causes Alice emotional distress, triggering a formal complaint. The situation escalates because Josh and Alice have different communication needs and expectations.
This scenario highlights the importance of not just giving feedback, but also understanding how it’s received. Neurodivergent team members may interpret or deliver feedback in ways that seem straightforward to them, but could be perceived as harsh or insensitive by others. Managers need to address these communication differences to maintain a harmonious and productive team environment.
Why Feedback is Crucial for All Team Members
Every team member brings unique strengths and perspectives to the table, and understanding these differences is key to creating a supportive workplace culture. For example:
Honesty and transparency are core values for some employees. They may struggle with small “white lies” or office politics, which can lead to conflicts if not properly managed.
Communication styles vary widely within teams. Some employees may prefer direct, task-oriented feedback, while others may require a more empathetic, conversational approach to absorb the same message.
Emotional regulation can also be a challenge, especially if someone feels misunderstood or frustrated. Providing feedback with sensitivity to these factors can prevent miscommunication and reduce stress levels.
At iNOMEE, we know that fostering an inclusive work environment means recognising these differences and ensuring that feedback is delivered in a way that everyone can understand and benefit from.
Creating a Feedback-Positive Culture
To build a culture where feedback thrives, organisations need to prioritise communication, trust, and respect. Here are some strategies to get started:
Provide regular feedback: Don’t wait for annual reviews. Offer feedback on a weekly or monthly basis to help your team stay on track and feel supported.
Train managers: Equip your managers with the skills to give effective, personalised feedback. This includes training on managing diverse team members, recognising different communication styles, and understanding how feedback impacts team members.
Engage personality tools: Use personality assessments like Everything DiSC® to understand how each team member communicates and receives feedback. Tailoring feedback to these personality styles can help improve its effectiveness.
Promote awareness of communication styles: Ensure that all team members understand the different ways people communicate and how to adjust accordingly. This builds empathy and understanding, ensuring everyone feels comfortable sharing feedback.
Encourage open dialogue: Create a feedback-positive environment where employees feel safe sharing their thoughts and concerns. Regular check-ins, surveys, and one-on-one sessions can provide opportunities to discuss feedback before conflicts arise.
How to Create a Feedback-Positive Culture
Normalise regular feedback over saving for performance reviews.
Provide manager training on how to approach conversations.
Engage personality tools to promote awareness of different styles.
Addressing Feedback Challenges with a Balanced Approach
When managing feedback in a diverse team, it’s crucial to approach conflicts with empathy and understanding. In Josh and Alice’s case, both individuals had valid concerns but struggled with communication. Instead of focusing on blame, the manager should:
Listen to both sides: Acknowledge the perspectives of both Josh and Alice without judgement.
Clarify expectations: Set clear guidelines on how feedback should be given and received, especially when dealing with sensitive issues.
Provide support: Offer training for both employees to help them navigate feedback conversations. This could include providing Josh with communication scripts and offering Alice additional support to reduce her anxiety around performance.
By addressing these concerns with sensitivity and a focus on understanding, managers can help resolve conflicts while ensuring that everyone feels heard and respected.
Creating a Feedback Culture that Works for Everyone
Building a culture where all employees feel valued, understood, and empowered starts with providing regular, personalised feedback. By recognising the diverse communication styles within your team and offering training to support these differences, you create a culture of trust, growth, and inclusivity. This approach benefits not only neurodivergent employees but also fosters a supportive environment for all team members.
At iNOMEE, we specialise in helping organisations build strong, cohesive teams through our bespoke training programmes. We focus on fostering collaboration, understanding, and respect, ensuring that all employees feel supported in their roles.
If you’re looking to improve your team’s communication and feedback culture, or if you need guidance on building a more inclusive environment, contact us at iNOMEE. Let’s build a feedback-positive culture where everyone can succeed.