Trust Matters: The Critical Role of Source in Effective Feedback Processes

Have you ever received feedback from someone you didn’t trust or respect? Maybe it was a boss who always seemed to have an ulterior motive or a colleague who was known for being dishonest. How did that feedback make you feel? Chances are, it didn’t feel great.

That’s because the source of feedback can have a significant impact on how it is received and acted upon. When we receive feedback from someone we trust and respect, we are more likely to view it as valuable and helpful. Conversely, when we receive feedback from someone we don’t trust or respect, we may be more likely to dismiss it or even feel resentful.

This is why the source component of feedback is so critical. The source of feedback being the person or group giving the feedback, and it can greatly influence the credibility and usefulness of the feedback.

Case studies and statistics.

• A survey by the Society for Human Resource Management (SHRM) found that employees are more likely to trust feedback from supervisors who demonstrate competence, good judgment, and empathy.
• According to another study by Edelman Trust Barometer, trust in leaders is essential for effective communication and feedback. The study found that employees are more likely to trust and act on feedback when it comes from a leader they trust and respect.
• A survey by Glassdoor found that 53% of employees said they would stay at their current company longer if they felt more appreciation from their boss.
• According to a study by the Corporate Executive Board, employees who trust their leaders are 12 times more likely to feel engaged at work.

So, what does this mean for organizations and individuals who want to improve their feedback processes? It means that building trust and credibility is key. Whether you’re a manager giving feedback to an employee, a peer giving feedback to a colleague, or a customer giving feedback to a business, establishing trust and credibility can make all the difference.

Basic trust builders.

1. Be honest and transparent: Share your intentions, goals, and concerns openly and honestly with others. Avoid hiding information or being deceptive.
2. Follow through on commitments: When you make a commitment, be sure to follow through on it. This shows that you are dependable and reliable.
3. Listen actively: Show others that you value their opinions and perspectives by actively listening to them. Ask clarifying questions and demonstrate empathy.
4. Keep confidences: Respect others’ privacy by keeping confidential information confidential. This shows that you are trustworthy and can be relied upon to keep sensitive information private.
5. Be consistent: Consistency in your behavior and communication shows that you are reliable and predictable. This can help build trust over time.
6. Apologize and make amends: If you make a mistake or harm someone, take responsibility for your actions and make amends. This shows that you are accountable and care about others’ well-being.

By focusing on building relationships, establishing trust, and cultivating credibility, organizations and individuals can improve the effectiveness of their feedback processes and ultimately achieve greater success. So, the next time you’re giving or receiving feedback, remember the power of the source component and strive to build trust and credibility in all of your feedback interactions.