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- Weekly Newsletter Vol. 3
Weekly Newsletter Vol. 3 - September 20, 2023
Generating your Lead Story…
The Benefits of Providing “Feedforward” Instead of “Feedback”
Manager: I would like to see you in my office now to discuss your performance.
Employee: Sure, no problem.
Manager: I am having a really hard time understanding the content in your last presentation.
Employee: Can you be more specific?
Manager: I don’t really have specifics, but it’s just something that is bothering me.
Employee: Well I am not sure how to improve on something without specifics.
Manager: This is all the feedback I have for you at this time.
Employee: I will keep this in mind in the future.
Building a successful team is one of the hardest parts of growing your business, but key factors that can attribute to this success is communication and professional development. Whether employees actively seek support from their managers/co-workers, or routinely receive/provide performance reviews, this comes in the form of what we typically refer to and know as feedback.
The problem, however, that some may have with feedback is that while the purpose of this commentary is to help one improve their actions or behaviour in the future, its context highlights too much of what has already happened in the past.
For example, a manager may share with their direct report that they ‘displayed poor time management in their last assignment’ after it was complete, or that they ‘need to improve their public speaking skills’ after their presentation to a client.
As you can see in some scenarios, this can be seen as counterproductive as it focuses on past errors and mistakes. Additionally, this may also come with a negative connotation, which in some cases makes it very difficult for some hiring managers or co-workers to give their honest opinion without coming off as biased, arrogant, or insensitive.
Enter feedforward. Instead of commenting on areas of weakness of past actions or behaviours, this form of encouragement and information sharing focuses on how one can make improvements to better themselves in the future while the action or behaviour is ongoing.
This type of assessment is more constructive, proactive, and solution-oriented. It’s also a form of communication that typically comes from those who already have experience working together. It essentially gives co-workers a chance to provide tips on how their peers can prepare for things like interviews, presentations, or assignments.
In contrast to the feedback examples above, the manager could have provided ‘feedforward’ to their direct report struggling with time management during their assignment by providing them with strategies to better plan their schedule. As well, the manager could have ran a practice presentation with them before they presented to their client to help them better prepare and gain more confidence.
“Feedforward also helps leaders keep themselves and their teams aligned on future-focused solutions instead of simply focusing on past mistakes, creating a positive work environment where people feel supported and aligned with their leader’s overall goals.”
There’s no doubt that feedback and feedforward can be valuable in different situations. While feedback on its own can be useful for some, the crux here is that it may hinder the progress and confidence of others as we simply cannot change the past. Practicing feedforward will help give your team the information and insights they need beforehand, so that they can take more control of their future. Together, you and your colleagues can utilize this method to support each other towards continued professional development and future-oriented success.
Shortlisted Tips & Trends
How to Leverage the Virtual Interview:
Streamline the Hiring Process: Schedule virtual interviews closer together to maximize your schedule. This will ultimately reduce the time-to-hire and save the company money.
Expand the Talent Pool: By simply removing geographic restrictions, you’ll reach a wider range of candidates and can extend even further for employers seeking remote workers.
Eliminate Transportation: Whether you’re the hiring manager (who for example may be working hybrid) or the candidate (who for example may not have access to a car), both parties benefit by not having to travel to the interview by saving time, money, and the hassle of having to reconfigure their day.
One-way Interviews: To screen candidates early in the hiring process, some employers use chatbots. Candidates are asked the same questions to keep things fair, and their recorded responses are sent to the hiring manager for review. This allows for collaboration in the hiring decision process, which may help employers achieve better and faster hiring outcomes.
Test Your Tech: While this may be expected, it’s always worth noting to be prepared. Ensure your computer software is up to date, familiarize yourself with the video conferencing platform you will be using (i.e. Google Meet, Zoom, etc.), and plan where you will take your virtual interview to ensure there are no background distractions. Our pro tip is to always do a test run from where you will be taking your interview.
You can’t make this stuff up
(*Disclaimer: these are real experiences provided by RME's community of job seekers and hiring managers)
"I once had a phone interview with a Hiring Manager where the point was moot, or dare I say “mute.” When she called, I started by expressing my gratitude for the opportunity and then there was a long silence. I thought the call must have cut out so I said, “Hello?” I felt embarrassed when she retorted, “Yes?” so I explained I thought the call dropped and blamed it on bad service. She didn’t address what I said, she just asked me to tell her a bit about myself. So I did, but every time I took a moment to pause there was silence. No “mhm's” or “rights.” When I stopped talking there was another, even longer silence. It was so quiet I swear she must have hit the mute button. Despite feeling awkward, I asked if she was still there. She flatly said yes and asked her next question. This ping-pong game of me speaking and her remaining silent continued for the rest of the call. Not one word aside from her questions. It was so uncomfortable. Not seeing the other person in an interview is hard enough, but not hearing an occasional word to show someone that you’re listening is even harder."
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