The Aussie Advantage: How to Deliver Straight-Shooting Feedback in Our Work Culture

Why can we find it hard to give constructive feedback to our colleagues and direct reports? This is the question that has been on my mind of late. Many senior leaders I talk with struggle with delivering constructive feedback. It's a common challenge, and one I'm passionate about addressing. We've all seen it: talented team members operating below their potential. They’re operating at a mediocre level when they really need to be firing on all cylinders. Time to change those spark plugs, check the timing and get a tune up!

Over the years, I have read many articles specifically about Australian workplace culture and how this translates into our management style. For example, Australian work culture is known for being fairly relaxed and Australian workplaces tend to have less hierarchy than many other countries. There are lots of positives to be taken from the typical Aussie approach; employees are encouraged to share ideas and participate in decision-making, regardless of their position, they are expected to be team players, and there's a strong emphasis on creating a fair and respectful work environment for everyone.

This "mateship" culture creates strong bonds, but it can also make it trickier to give critical feedback.

We all know it is much harder to tell your mates the truth of a situation. Outside of work, we often need some social lubricant, such as a beer, to do that. As well as being inappropriate at work, there has to be a better way for us to performance manage our people. One that caters for the nature of our workplace relationships.

Leveraging Our "Bullsh*t Detector":

Aussies are famously practical.  We don't respond well to empty motivational speeches. We need clear, actionable steps – the "why," "how," and "who" of a situation.  We're also a nation of hard workers.  We're happy to roll up our sleeves and get things done, especially for our colleagues.

Based on this, I encourage the leaders I speak with, to have courageous conversations. Don’t accept mediocrity. Don’t accept excuses. Tell your mates (people) what you expect and then hold them to those expectations. Let go of your need to be liked and do the right thing.  When a team member asks you to vouch for a promotion, you'll be able to do so with confidence, knowing you've helped them reach their full potential.