One of the pitfalls of building a good culture is when constructive feedback becomes or is perceived as becoming criticism.
All American Leaders sponsored a survey recently examining culture in the workplace. Executives from around the country identified what factors lead to a good culture.
Effective communication was identified as one of those factors. AAL believes that for communication to be effective it needs to be delivered and accepted by all parties involved.
One of the failure points is when what is meant to be constructive feedback is delivered or received as criticism.
No one likes to be criticized. Supervisors and bosses can all too often fall into the trap of becoming too critical. People who have tried to organize their work or solve workplace problems themselves may have been severely criticized for the solution they have implemented. Is it any wonder then why they do not bother trying to sort anything out again?
The natural response of someone who is being criticized is to switch off and not listen. No one progresses. If the communication is given and perceived to be a helping hint or direction that empowers the person to make better decisions and take better action themselves all parties involved will benefit.
An atmosphere of open feedback and constructive conflict can lead to positive growth for an organization. People need to feel safe to explore alternatives, give suggestions and ask questions. Managers also need to make sure they ask the right questions to inspire their employees and to help them to think through solutions.
To see more results of what other factors executive deem important, of the Thought Leadership League culture survey.