4 Ways to Get Raw, Honest Feedback from Your Team (Without Relying on Surveys)

“Oga, don’t you know what we used to call you? We called you Oloro”, she said.

“Oloro” is a moniker for someone perceived as tough, terrible or wicked. I thought I didn’t hear well. 

This lady had worked with me in two different organisations and her words that day were like someone putting a dagger into my heart. That was the day I took stock of my leadership and decided to be intentional about how I lead others. 

I had to make some personal adjustments to how I interact with people. It was around that time that I attended my pastor’s masterclass and he made a very profound statement which has not left me till this day. 

He said if you have to raise your voice or shout at others as a leader, you’ve lost control. I was a ‘shouter’ at the time but I started adjusting and getting better. 

Leaders often derail, perform poorly or end up tragically because many don’t have a proper feedback mechanism. Consequently, they either end up with a wrong estimation of their impact or a warped perspective of their influence. 

Feedback is critical for leaders especially in a system that is full of sycophants and people who are either terrified of speaking the truth or are not used to it. Feedback is the lifeblood of great leadership. 

There must be a way to gauge the pulse of the people you’re leading—not because you want to be a crowd-pleaser or populist—but because you want to put in place a check to ensure you’re not only doing the right thing but you’re also doing things the right way. 

A remarkable example of leadership feedback was when Jesus asked his disciples who people thought He was. There was a cacophony of responses as some thought He was John the Baptist while others thought He was Elijah or one of the prophets. (Matthew 16:13-17)

However, He probed a bit further to ask those who deeply interacted with Him by asking, “Who do you say that I am?” Was it that He was seeking affirmation or He wasn’t sure of Himself? No. He just wanted feedback from the people following Him—especially those closest to Him. 

Jesus asked, 'Who do you say I am?'—a powerful example of seeking honest feedback. Discover how leaders can do the same today! #LeadershipLessons #FeedbackCulture #TeamBuilding Share on X

The easiest thing for a leader is to think you’re leading a group of people but you’ve actually lost them. They no longer believe in your leadership and are just following you either because you still have the title or there are pecuniary benefits to following you. 

The Yorubas call that situation ‘máa jó lo, mò n w’ẹ̀yìn rẹ’ (keep on dancing, I’m watching your back).

Feedback is not a form-filling exercise. It is more than a survey that is carried out. Many will not be honest with surveys because they may think they are being monitored. 

So how can you encourage honest feedback from your team as a leader? 

1. Come down to the shop floor often.

I apply this many times. I leave my office periodically and spend a few minutes with my team. Sometimes, I just have a chit chat with them and throw some humour around. 

I can feel their pulse that way and some let down their guards to let me know what they are thinking. You can’t be holed up in your office every time and think your team will be transparent with you. 

2. Encourage openness.

I look for opportunities to encourage openness in my team. There was a time my former Akure team performed excellently, I drove to Akure and took everyone in the team including drivers and guards to the cinema. 

We actually got a cinema hall dedicated to my team only and we watched King of Boys that night. When your team understands you’re also flesh and blood, they will level up with you. Have team bonding activities; they encourage openness. 

Want real feedback from your team? Ditch the forms and start meaningful conversations. Here are 4 ways to do it right! #Leadership #TeamFeedback #WorkplaceCulture Share on X

3. Don’t use what people have said against them.

Take feedback well. Even if the feedback is negative, make efforts to change direction if the comments are true. Don’t victimize people for speaking up. Once you victimize them, they will lock up as you have lost their trust. 

4. Be vulnerable with your team.

Be honest with your team. It’s not weakness to admit areas you’re working on. Your team will relate with you better when they see you as human rather than one super-hero that doesn’t exist. This will help you to connect more and the results in your leadership will be outstanding.

Feedback is to help leaders become better. It can help us navigate better. Through the eyes of others, you can see the back of your own head.