Pot Meet Kettle

A client recently received her performance review. Overall the feedback was positive, except for one major criticism. Her manager told her she wasn’t spending enough time in the office with her team. She’d never heard this from her group so she wasn’t sure what to make of it.

While the feedback might have been valid (she planned to ask her team), it was almost impossible to take it seriously considering the source! The manager, who was telling her this, worked remotely, was the only person in his city, rarely left his home office, and was very difficult to get a hold of when she needed him.

This reminded me that all feedback is not created equal. A key component of its value is the credibility of the giver. And credibility is earned when that person walks the talk. So before you give constructive feedback, ask yourself, “Do I do what I am asking my employee to do (or am I at least trying to)?” If the answer is yes, the receiver will be more likely to trust your insights and put your feedback into action.