I've read a fair amount recently about the need for employees to get manager feedback or have an annual performance review. In fact, it seems like I've been reading about management feedback for a long time now and how the only way for employees to understand how to improve is if their supervisor decides - or is forced - to give an annual review. You will never hear me complain about hearing too much about good, constructive criticism, though, because I find it very helpful, but I do see it as simply a micro-level review. It is just a wonder to me why more employers are not setting the example on a grand scale by asking for employee suggestions and demonstrating continuous improvement.

It takes a good, responsible leader to provide a helpful, candid evaluation, and I will not disagree with that sentiment. I have always appreciated feedback because it helps me focus on areas for personal and professional growth. The opportunities I have had in the past to review others have also, for the most part, ended as positive experiences because they became dialogues about trust and accountability. Communication is the key (or so I hear: Results 1 - 10 of about 57,200,000 for communication is the key), but that may be a blog for another day.

I am prone to over-think and make things too complicated on occasion, but this one is simple and obvious to me: consistent communication and a commitment to continuous business improvements. I consider myself lucky most days because I have the pleasure of working with clients who are interested in growing business and improving internal processes, and they understand the value of continuous improvement. They are the ones who truly understand what it takes to be an employer of choice, a Preferred Employer.

So what keeps us all from asking for feedback or seizing the chance to provide helpful insights? Pride? Fear? Who have you given feedback to or received feedback from lately?

Is your organization interested in growing or improving?  Then what keeps your organization from providing insight to employees about the state of the business and asking for advice as to the best way to improve? Pride - are we too afraid to admit that we do not have all the answers? Do you have the opportunity to provide meaningful assessments and suggestions for making your organization better?

I was given feedback today - once in the form of appreciation and once in the form of constructive criticism - by two different people at The Work Institute, and I was invited into a discussion about improving the business - which actually happened in the middle of my writing this post. I appreciate the dialogue. It is important to me for us to always be changing for the better.