Why Women Receive Less Constructive Feedback At Workplace

We all eagerly wait for our yearly or half yearly performance feedback or review to see how are we doing at our workplace and what we can do to advance our position and over all role.

There are research and study, that says most people succeed in their career if they get a good manager or boss or find the right mentor who guides them in their initial career years. And I think, It’s right as it sets the tone of your career and working personality.

There are times when you need constructive feedback from your managers and leaders to make sure you are going in the right direction and not missing out any opportunity to advance your career.

There is no denying that good or bad feedback can make or break your career.

Sometimes, it becomes hard to improve or achieve your goals without a feedback or actionable review at your workplace or to reach your career goals.

Receiving meaningful and constructive feedback can make your career especially when you just started working or your are at the junior or middle level in your company.

There are evidence and studies suggest that as compare to men, women receives less or in fact no feedback at workplace. Some managers are likely not to give any positive or negative feedback just because of gender.

I have been in similar situation where I asked my managers to share constructive feedback on how I am doing and what I should do to advance my career. In reality, I used to receive vague feedback and something like “you’re just doing fine.”

I am sure many women agree on this. So why are women less likely to receive any kind of feedback? I can think of below possible reasons.

To Avoid Conversation — I am sure it’s a difficult conversation to have especially when managers have to give negative feedback on your performance or the way you work day to day.

Women at the workplace can definitely ask for feedback and it’s very much unlikely to get the right kind of feedback. There have been many studies, where it shows women are less likely to get the feedback as their male peers.

Their manager might be concerned about a possible breakdown during a feedback session or just really don’t know how to convey it in the right words.

In some cases, managers usually give vague feedback just to get over with the conversation as quickly as possible, Like “You are doing good” but nothing about how performance is affecting business outcome and what you should do to be more useful in other positions available within your organization.

Other example is “Team like working with you and you’re a good team player.” and managers might hesitate a bit to give leadership work to their women employees.

Without feedback or a reference points, it’s hard to find your next role or if you’re looking for a change in your current role.

Unconscious Bias — Sometime managers seem to have unconscious biased in their feedback session and might say something mean and hurtful to their women employees or the risk of sounding mean or hurtful. So women are less likely than men to receive difficult feedback that helps improve their performance and position.

This is less of a concern when giving feedback to male employees. Receiving biased feedback and not getting anything meaningful can definitely let you down and be a bit clueless what to do and what not to do.

Sometimes it can backfire instead of helping women employees. Some of the managers think they are just being respectful toward their women employees.

Less Women Leaders In The Industry — At a high level, we still have a huge gender gap. Because of this, it gets difficult to have women friendly policies, 360 degree feedback or making it easy to give and receive the right kind of feedback.

Companies are now investing to have a diverse environment, advance courses specially for women in Tech. Even if you have women in mid level or senior level, it’s possible women might not be receiving the complete feedback compared to male counterparts.

Stereotyping Women— There is no denying that managers or even team members frequently stereotype women employees and there is always a gender stereotype associated in some of the decision making.

Some of things are like, Maybe you’re too feminine, or too strong or too empathetic, sensitive and will not be able to take hard decisions.

If you’re nice and have a good reputation with your team, your reviewer may think you’re being a good team member but might not see you to have good team leadership skills.

I have received some of the feedback like, “You are aggressive in your approach and this is putting off some of the people in the team and not seeing me as a team player” or even like this “You are too nice to lead a team and you might not be able to influence your superiors .” But slowly I changed their mind to give me more responsibility and work. I’ll write in my later story.

To be honest, everyone is entitled to receive clear and actionable feedback to advance their career and be in the place where they see themselves.

Unconscious or consciously, there should be enough policies to have 360 degree feedback for everyone.

I know it can become difficult sometime to convey the feedback in right words. There should be enough mentor ship, coaching available to train and educate managers to give feedback at work place.

Role playing could be a good way to start to learn how to convey the meaningful feedback.

Companies can have specific and actionable goals with tangible outcome while setting up the career goals or performance matrix.

In my team, I have monthly one to one and a group discussion to make sure team knows where they stand and how I can help them to advance their career with clear action points and outcome or even life coach them to do better in all the aspects in their life.

As a manager or a mentor, you’re somehow creator of your team’s career path and it’s automatically become your responsibility to give honest and constructive feedback and help them to do better.

As a woman what you can do it is to identify role models, connect with mentors, engage in global discussions and create meaningful, business connections to expand your network with a multitude of networking approach.

Also be more self aware and focus on what you want to do in your career.

Do share your experience either giving or receiving feedback and what is the first thing you like to improve or suggest at your company to make review cycle more transparent and authentic.

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Be Courageous

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