Do you believe in the importance of feedback? Do you value it and think of it as an important component of your career development? If so, you don’t need to read any further – although this post will validate your perspective. This post is for those of you who do not believe in the importance of feedback. You know who you are! You’re the ones that say things like “I don’t care what other people think”, “I’d rather not know the truth”, or something similar that rationalizes why it’s ok to ignore or deny other people’s opinion of you.
If you’ve ever hired an employee, whether you’re a recruiter or a hiring manager, you’ve probably experienced the challenge of finding qualified candidates who are willing to take ownership of their career development. You probably have not thought of the issue in this way, or even realized that you have this problem.
This may stress you out, but the end of the year is approaching. Along with a million other things, you’ll soon need to think about goal setting for next year – whether you set traditional goals annually or if you use quarterly OKRS (objectives and key results).