How to handle criticism from employees in the Culture of Feedback – pmStudent by Joe Peters Feedback culture is the latest workplace buzzword. Most HR professionals and business owners are familiar with it. What is a feedback culture and how can it help your business to survive criticisms? A feedback culture is one that values employees’ opinions and inputs about the culture and daily operations of the company. Why is feedback important? Companies that value feedback don’t exploit talent or ignore employees. Instead, they invest in talent and reap the benefits in many ways. Feedback is a great way to find out if you are doing a good job or could do better. While it is human nature to want approval from others, sometimes criticism is more effective. A culture that encourages feedback can foster growth and success for both the individual and the organization. However, you can’t only promote positive feedback. Negative Feedback: How to deal with it Leaders who want to create a culture of feedback must be equally open to criticism as they are to positive feedback. Healthy emotional reactions and thick skin are two of the most important assets. If you ask your employees for feedback and then react negatively to it, it will prevent them from coming back to you. You could also miss valuable information that could be used to improve your company. You can reduce harsh criticism by training your employees to give feedback and having an open discussion about the best way to approach the subject. It is important to have a clear feedback process and structure in place. The focus should be on finding solutions, not just identifying problems. It is easier to listen to employees’ suggestions for improving something than to hear them complain about your management. Culture starts with cultivation. This means that you must source candidates who are capable of learning and who fit your company culture. It is impossible to hire someone who doesn’t fit your culture, and then wonder why they have problems with everyone. This can not only be detrimental to productivity but can also lead to increased criticism from employees who don’t feel at home. A strong workplace culture starts with hiring the right people to create the environment you want. The ASA method is the most popular method for hiring to improve your chances of finding a cultural fit. ASA stands for:

• Attraction
• Selection
• Attrition

Benjamin Schneider developed the ASA Method. It states that the characteristics of people within an organization are at most partially responsible for determining the culture or characteristics of the entire organization. Here’s how. Attraction is a principle that employees are attracted by a company’s culture and beliefs. A company that encourages independence and forward-thinking would attract a person who values freedom and flexibility. Selection The selection principle is about using recruitment tools and criteria in order to attract the right people to your organization. You will receive less criticism if you have the right people on your payroll. People who don’t feel they belong in an organization are more likely to give negative feedback or point out mistakes.