How do you measure the impact of feedback on your performance and outcomes?

Six Sigma allows for the development of clear obtainable metrics. It’s success begins with the support from the top down and inclusion of all participants. Executives can set goals that accountants or actuaries feel are obtainable, but if the front line staff don’t understand how to apply the tactics to achieve the goals they become useless. When you get the buy in through inclusion, which oftentimes means leaving managers and executives out of the discussion, you get real obtainable goals. Value stream mapping is also a great tool to allow those responsible for the success to be included in the measurement.

To measure the impact of feedback on performance and outcomes, first define objectives and collect feedback from relevant stakeholders. Analyze the feedback to identify trends and actionable insights. Set SMART goals based on feedback insights and implement changes accordingly. Track progress towards goals and seek follow-up feedback periodically. Evaluate the impact of changes on performance by comparing current results to baseline measurements. Iterate and adapt strategies as needed to support ongoing improvement. By following these steps, you can effectively measure the impact of feedback on performance and outcomes, leading to continuous improvement and success.

One popular way to ask for feedback is during a one-on-one meeting. Instead of asking directly for feedback, you can start by sharing your own feedback with the other person. This can help break the ice and make the other person feel more comfortable, especially if you are interested in hearing what areas you can improve upon.

When analyzing feedback, I recommend making the feedback visible. Why? Because it makes the "listening" you did visible. We often think about the function of making data visual as a way of telling a clear story, but from a leadership perspective making select raw data visible, such as personal quotes, shows you heard what was said, you understood what was said, and you care about what was shared.

The end of everything is a place where we are trained with data until October 2023. Action plans made up of detailed steps based on the feedback are created. Specific, Measurable, Achievable, Relevant and Time-bound goals (SMART) are defined. Checklists; calendars and project management tools are used for organization purposes. Performance monitoring through metrics; indicators; benchmarks can’t be ignored at any time. The approach should always be revised so that new feedback can be incorporated regularly

Feedback is the recipe and healthy ingredients that help build a self-aware professional and/or workplace. Designing an improved Employee /Employee Experience involves: Collection - receiving through various forms (anonymity, peers, annual review, manager input, mentors/valued personal sources, and trained professionals) Reflection - What is an opinion, what is a fact? What can you fix? What is out of your control? Be open to receive, than decide what you will accept, than what you will work to build/repair/acquire Implementation - Plan then take definitive steps to improve. No one living is perfect, certainly not. The key to growth is moving forward with information then action with commitment to being better tomorrow.

When collecting feedback, I like to frame it using four questions: What pain are you experiencing with the current situation? What impact is that creating for you? How could things be operating/performing? What difference would it make for you if it did? Each question builds on each other. What pain opens up clarity on the obstacles being faced. What impact opens up understanding of the human experience. How could things be invites ideas and an understanding of desires. What difference would it make opens up understanding of the human needs. Most people stop at hearing pains, but asking some version of all four questions demonstrates care for others and broadens your ability to arrive at new ways of working.

A compliment is feedback as well, so where we say we should celebrate our achievements, do not forget to pay a compliment when it is due. The tricky bit when given constructive feedback for achieving improvement (sounds a lot better then negative feedback) is to be on time. At the first instance where you might just feel something is off, start asking open questions. The longer you wait, and certainly if an issue really materializes, the more difficult it becomes to address and turn around.