Should I always act on the feedback I receive?

Feedback received from your team can be an incredibly useful tool in terms of helping you develop your management practices. However, you may not always agree with the feedback you get. At the same time you don’t want to give your team the impression that feedback will be a one way street.

Here are a few tips to help you recognize when it’s okay to pass on the feedback you receive:


1. Is it based on opinions or facts?


Sometimes when you receive feedback, especially about your own performance, it’s hard to decipher whether you disagree because you’re struggling with a fixed mindset view of the situation or because it’s really something you don’t think will benefit your or the team’s performance. The first thing you should do is assess whether the feedback is based on opinions or facts. To look at your feedback more objectively ask yourself: Do they provide examples? Does the feedback make judgments or describe actions? If this is the case ask for more information, including specific examples, then reassess.


2. What kind of impact will it have?


Maybe changing your behavior or a process within the team will have a positive impact on one of your employees but this doesn’t mean it’ll work for everyone. If one of your reports prefers having more autonomy over their work, it doesn’t mean everyone in the team is ready for this. Consider your employees individually. Will giving more autonomy to everyone benefit the team or one employee in particular? Consider either implementing a trial run to see how it works or set benchmarks for one individual in particular to see if they’re ready to take on more responsibility.


3. Consider getting a vote from the team

If you just can’t find a reason why you shouldn’t implement this change but aren’t sure what the impact will be, consider opening up the matter to the rest of the team. If your employee wants everyone in the team to start using Slack for communicating in the office but you’re worried that it may provide more distraction or less face to face communication, ask the rest of the team what they think.

This article is part of a management guide about following up after a performance review.

Next Guides:


Manager’s Handbook: Following-up After a Review


Why should I follow up after a review?