The Workplace Coach

About a week ago I received some feedback (from my team but through HR) about my management style and the culture of my team.  Some of it was good and great to hear, but much of it was quite negative.  I’m pretty upset about it.  I have always considered myself to be a good manager, my bosses have always been complimentary of my abilities in this regard, and the feedback I’ve just received from my team doesn’t align at all with the way I see myself as a manager.  Apparently, the team don’t feel like they are being heard, that it’s not a safe space to be innovative or engage in debate, and that their experience and expertise is not valued or fully appreciated.  I’m not sure where to go with this, so any suggestions would be great. 

Okay so first of all, let’s try to put the feedback into some perspective. Feedback, whenever and however it is received is a gift.  At least the team got together and collectively put together their thoughts on what is working for them (positive) and what isn’t (negative).  It’s not unusual for you as the manager to focus solely on the negative because that’s what we all do. Remember though that there was some positive in there too and you should take a moment to celebrate that. As for the negative feedback (lets call it constructive feedback), whether it aligns with how you see yourself, or how your Executive see you, is not the issue here.  

The real issue is that this is how your team are feeling, and now that you know about it you can be proactive in addressing it. This is a great opportunity for you to open a conversation with your team, to be genuine and authentic, to thank them for the feedback, and to explain that you were genuinely unaware of how they were feeling.  Obviously, you don’t want them to feel that way so invite them to help you understand the issues and develop solutions. How do they need you to be going forward for them to feel safe, valued, appreciated and heard? 

Handling feedback about your management style from your team can be challenging, but it’s essential for your growth as a leader and for maintaining a positive work environment. Here are some strategies:

1. Listen Actively: When receiving negative or constructive feedback, listen attentively without interrupting. Allow your team members to express their concerns fully.  Don’t make excuses, don’t seek to invalidate what you are hearing.
2. Stay Calm and Professional: Maintain your composure and avoid becoming defensive or confrontational. Respond in a calm and respectful manner, even if the feedback is difficult to hear.
3. Seek Clarification: If the feedback is unclear or vague, ask for specific examples or instances where your management style was problematic. This can help you better understand the issues at hand. Be sure that you aren’t challenging the feedback or coming across defensively. 
4. Reflect on the Feedback: Take some time to reflect on the feedback you’ve received. You may want to take a day to think on it. Consider the concerns raised and how you can address them.
5. Acknowledge and Validate: Acknowledge the feedback and thank your team members for being honest with you. Validating their concerns shows that you respect their opinions and are open to improvement.
6. Apologize if Necessary: If your management style has negatively impacted your team, apologize sincerely. Admitting mistakes and showing humility can help rebuild trust and rapport with your team.
7. Commit to Improvement: Make a commitment to address the issues raised and improve your management style. Share your plan for addressing the feedback and ask for input or suggestions from your team members.
8. Implement Changes: Take concrete steps to implement changes based on the feedback you’ve received. This could involve adjusting your communication style, delegating tasks differently, or providing more support and guidance to your team.
9. Seek Support and Guidance: Consider seeking support from a mentor, coach, or HR professional to help you navigate the challenges of improving your management style. We would love to help with this so please get in touch with us at The Workplace Coach.
10. Follow Up: Check in with your team periodically to see how the changes you’ve implemented are being received. Encourage ongoing feedback and communication to ensure that you continue to grow and develop as a leader.

Remember, receiving constructive feedback is an opportunity for growth and improvement. By approaching it with an open mind (and without ego) and a willingness to change, you can strengthen your leadership skills and build stronger relationships with your team.