Prioritize an effective feedback culture
A culture of robust feedback—about team and individual performance, operations, and perceived dignity violations—promotes dignity. Poor delivery of feedback stands in the way of team growth, empowerment, and retention.
An effective feedback culture is important.
A culture of robust feedback—about team performance, operations, and individual performance, as well as about perceived dignity violations—promotes the dignity elements of fairness, learning, recognition, and acknowledgement. Poor delivery of feedback undermines dignity at work and stands in the way of team and growth, empowerment, and retention.
What is the manager’s responsibility?
The manager must make clear to employees the value to each of them and the team as a whole of constructive feedback. The manager is in the best position to model positive behavior relating to feedback, thereby signaling investment in employee growth.
What you can do: Actions
1. Emphasize the value of feedback.
2. Approach individual feedback constructively.
3. Approach team feedback constructively.
4. Show openness to employee input and suggestions.
5. Confront biases, and model openness to difficult feedback.
6. Constructively respond when you may have committed—or have been perceived to have committed—a dignity violation.
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