Have you ever had a conversation with someone who said, “I love feedback; in fact I need feedback” only to argue with you on every point you made? Maybe you’ve asked for feedback but the only time you get it is when you’ve done something wrong. Or, are you the type of person who shies away from feedback because it causes so much anxiety? In any case, feedback is important. And even though many of us agree that getting feedback is good, giving it and/or receiving it can be difficult.
Good leaders recognize that feedback happens in various ways, times and regarding a host of different topics or issues. Managers who value differences in others, and strive to be more inclusive to those differences, understand that engaging employees requires constant attention. Feedback has to be tailored to get the intended improvement or change.