To be seen

I would like to get more feedback. There is not enough feedback. Feedback is important...and so on. These are common comments when people are asked to evaluate their working conditions and leadership.

But what they are exactly asking? What kind of feedback they are expecting? I have been wondering this every time I have heard above mentioned comments. Even there is nice track record of completed tasks or work is monitored/guided during project or at the end of the project good results are highligted, people are still complaining to have not enough feedback.

This HBR's article gives one sort of answer to this, appreciation.

http://blogs.hbr.org/2014/05/if-youre-feeling-unappreciated-give-someone-else-credit/?utm_source=Socialflow&utm_medium=Tweet&utm_campaign=Socialflow

Indeed, but I would like to go even further to the basics. Even more simple thing. My feeling is that in most of the cases people are simple wanting to be seen. Nothing else, just to be seen. Hand over heart how many times we are leading/monitor/guiding more matters than people? How many times feedback has been focus to deliveries? How many times thanks have been how well something was done? Even there are great results and results are recognized, people might felt themselves more as machine parts than humans.

How to ensure people are getting the feedback they are expecting? Firstly in order to get people to feel are they are seen as individual person, attention is needed to:

• Listening. It is really important to pay attention to listen what other one saying. Not listening what you are expecting to hear.
• Be curious to learn more about other person.
• Be present. Be there with other person, let him/her feel you are really there not just pretend.

These are not the easiest tasks, but worth to try. Good luck