In today’s fast-paced digital world, face-to-face communication has become a rarity. We’ve become accustomed to communicating through screens, whether it’s through emails, instant messages, or video conferences. Whilst technology has certainly made communication more convenient, it has also led to a loss of human connection. This is particularly evident when it comes to giving and receiving feedback.
Automated 360 feedback tools may be convenient, but they often fall short in providing the depth and nuance necessary for constructive feedback. Here, we’ll explore the benefits of face-to-face feedback, the limitations of automated 360 feedback, and why human connection is so important in feedback.
The benefits of face-to-face feedback
When it comes to feedback, the benefits of face-to-face communication are numerous. One of the biggest advantages of face-to-face feedback is the ability to read body language, tone, and other non-verbal cues. This allows for a more holistic understanding of the feedback being given, and a deeper level of connection between individuals. Face-to-face feedback also allows for real-time dialogue, which can lead to a more collaborative and productive discussion. When individuals are able to have a conversation about their feedback, they are more likely to feel heard and understood.
Another benefit of face-to-face feedback is the ability to build trust and rapport. When individuals are able to connect on a personal level, they are more likely to trust and respect each other. This can lead to stronger working relationships, which can ultimately lead to better performance and productivity. Additionally, face-to-face allows for more personalised and richer feedback. When individuals are able to have a one-on-one conversation, the feedback can be tailored to their specific needs and goals.
The limitations of automated 360 feedback
Automated 360 feedback tools may be convenient, but they often fall short in providing the depth and nuance necessary for constructive feedback. One major limitation of automated feedback is the lack of human connection. Without face-to-face interaction, it can be difficult to build trust and rapport, which can ultimately impact the effectiveness of the feedback.
Additionally, automated feedback tools often rely on standardised questions and metrics, which can limit the scope and quality of the feedback being given. This can lead to generic feedback that may not be as useful or actionable for individuals.
Another limitation of automated feedback is the lack of context. Without context, feedback can be misinterpreted or taken out of context. This can lead to misunderstandings and frustration, which can ultimately impact the working relationship between individuals. Additionally, automated feedback tools may not allow for real-time dialogue, which can limit the ability to ask questions or clarify feedback.
The importance of human connection in feedback
At the heart of effective feedback is human connection. Without it, feedback can feel impersonal and even hurtful which is why bringing in an external consultant can be valuable.
When individuals are able to connect on a personal level, they are more likely to feel heard and understood. This can lead to a more productive and collaborative working relationship.
Additionally, human connection allows for more empathy and understanding. When individuals are able to see each other as people, rather than just colleagues, they are more likely to approach feedback with a positive and constructive mindset.
The impact of nonverbal communication in feedback
Nonverbal communication plays a significant role in feedback. Without the ability to read body language and tone, feedback can be misinterpreted or taken out of context. Additionally, nonverbal cues can convey emotions and attitudes that may not be expressed verbally. For example, a smile or nod can convey agreement or understanding, while a frown or crossed arms can convey disagreement or defensiveness. When individuals are able to read these cues, they are better able to respond to feedback in a productive and constructive way.
How face-to-face feedback fosters trust and understanding
Face-to-face feedback is essential in fostering trust and understanding between individuals. When individuals are able to connect on a personal level, they are more likely to trust and respect each other. This can lead to stronger working relationships, which can ultimately lead to better performance and productivity. Additionally, face-to-face feedback allows individuals to ask questions and seek clarification, which can lead to a deeper level of understanding. When individuals are able to understand the feedback being given, they are more likely to be able to act on it in a productive way.
Best practices for conducting face-to-face feedback
When it comes to conducting face-to-face feedback, there are a few best practices to keep in mind. First, it’s important to create a safe and comfortable environment. It’s important to approach feedback with a positive and constructive mindset. Feedback should be focused on specific behaviors or actions, rather than personal attributes or characteristics. Finally, it’s important to listen actively and seek to understand the other person’s perspective. When individuals are able to approach feedback in a collaborative and empathetic way, they are more likely to have a productive and positive experience.
Real-world examples of successful face-to-face feedback
There are many real-world examples of successful face-to-face feedback. An example is the company Zappos, which has a culture of open and honest feedback. The company encourages employees to give and receive feedback in real-time, and has even created a tool called Zollie, which allows employees to give anonymous feedback to their colleagues. This culture of feedback has led to a more collaborative and productive work environment.
The future of 360 feedback and the role of technology
While face-to-face feedback will always have a role, technology will continue to play a role in 360 feedback. But I would urge you to get real time feedback whenever possible. If you are looking to develop leaders, nothing supersedes having an expert in interviewing seniors, peers and direct reports, in person, to design an accurate development plan. Technology can be used to facilitate but automated tests are seen as a tick box exercise and those completing it, put in little effort or thought.
Conclusion: The value of face-to-face feedback in a digital age
While technology has certainly made communication more convenient, it has also led to a loss of human connection. When it comes to giving and receiving feedback, there’s no substitute for face-to-face communication.
The power of face-to-face feedback lies in the ability to read body language, tone, and other nonverbal cues. This allows for a more holistic understanding of the feedback being given, and a deeper level of connection between individuals. Interviewees are much more likely to engage, think and share verbally face-to-face than they are in writing or on an automated platform.
While automated 360 feedback tools may be convenient, they often fall short in providing the depth and nuance necessary for constructive feedback. As we move forward, it’s important to remember the value of face-to-face feedback in creating a more effective and productive workplace.
Kim Cutler
www.stormmcqueencoaching.com
Storm McQueen provides tailored development programmes comprising a minimum of 6 monthly coaching/mentoring sessions, bespoke 360-degree feedback insights, and leadership profiling assessments. We also provide specific training of core inter-personal and performance skills.
For more information on our 360 feedback, please click here
