Member-only story
On firing someone because of feedback
Or his inability to receive it
We decided recently not to hire someone past his trial period because he didn’t know how to receive feedback.
That wasn’t the only reason, but in my books, that was one of the main reasons.
I’ve written about how business is getting more collaborative than ever.
There’s this weird paradox where employees are seeking more autonomy, but to get more autonomy in your job, you actually have to become better at collaborating with others so that people trust you and are ready to give you more independence in your job.
This is a contract, albeit an unconscious one : you want more autonomy ? Show me that I can count on you.
And this happens at all levels in the organisation, not just between managers and their teams.
And the ability to give, and receive feedback, is crucial to this process.
Your ability to receive feedback is a proxy for a lot of things :
- It shows that you have a growth mindset : that you don’t walk into a job believing you already know everything, but that you’re willing to learn and grow
- It shows your ability to go beyond your ego and work for something bigger than yourself
- But also, it shows your ability for team integration. Integrating in a team…
