Recently, we showed you how to give great feedback to your team members, whatever their personality type. But with 360-degree feedback on the rise, it’s likely you’re also receiving upward feedback from your team. Whilst we previously shared our knowledge on receiving feedback from your team, your personality will have an impact on how you do this, so read on how to tailor your response to such feedback based on your personality.
Check out our guide on giving feedback here, to gain an overview of the four personality types which make up your team: Playfuls, Powerfuls, Precises and Peacefuls, and how to provide them with useful feedback. And read on to find out just how to receive and make use of feedback yourself, depending on your personality type.
Playfuls are the people-people who are creative and love interacting with others. (At times prioritizing play over work.)
Powerfuls are the driven, goal-oriented achievers who always exert themselves.
Precises are the organized, structured planners who place high value on attention to detail.
Peacefuls are harmonious, patient and maintain great relationships with their co-workers.)
So, now you know how to tailor your feedback based on personality, it’s time to work on receiving upward feedback from your team. First, reflect upon which personality type you most identify with, or if you recognise a mixture of the traits in yourself. Then, it’s time to find out how you should best receive feedback.
If you’re a “playful” manager, you probably spend a lot of your time interacting with your team-members, be it for work or pleasure. This means you likely value 360-feedback in the sense that your team members know you and your working practices well, and will have valuable feedback to give you. It’s key to ensure you keep any feedback received separate from your personal relationships with people though, and to not take things too personally. If you’re receiving multiple pieces of feedback from different people, it’s key to collate everything in one place and ensure to look at things as a collective, so you can adopt an organized process and really look at what’s been said.
It’s key to really consider the feedback people have provided you with, and acknowledge its value. It can sometimes be easy to overlook things like feedback or performance reviews in favor of seemingly more important or pressing tasks or projects, but, actually, constructive feedback is hugely valuable and, if received with an open mind, can make such a difference on work performance that it should not be pushed aside. It’s key to approach any feedback received with a growth mindset rather than a fixed one: it’s important to see your abilities and skillsets as things which can develop and allow you to become better, rather than as something personal.
If you’re a ‘precise’ in the workplace and value structure and order, with tools like Impraise, it’s easy to collate all of your feedback in one place so you can see the common trends and themes that arise across the board from the feedback provided by your team. Once you’ve taken the time to digest and reflect on all of your feedback, it can be useful to process it by putting the take-away points into a development plan to make use of them. As a ‘precise’ worker it’s easy to be overly critical of yourself and your work, so it’s important to really take on board positive feedback and focus on it alongside the constructive.
As a harmonious, laid-back manager, it can sometimes be difficult to give and receive negative or constructive feedback, but both are key parts of a management role and will have an impact on workplace performance. Receiving such feedback shouldn’t be taken personally: you should instead think about what it can do in terms of improvement for the future and creating a better working environment for both you and your team.
Photo by: Daria