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How can you create a feedback culture that promotes psychological safety?

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Feedback is essential for learning, growth, and performance improvement, but it can also be a source of stress, fear, and conflict. How can you create a feedback culture that promotes psychological safety, where people feel comfortable to share, receive, and act on feedback without feeling threatened or defensive? Here are some tips to help you foster a positive feedback environment in your team or organization.

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1 Define feedback expectations

Before you start giving or asking for feedback, make sure you have a clear and shared understanding of what feedback is, why it is important, and how it should be delivered and received. Establish some ground rules or norms for feedback, such as when, where, how often, and by whom feedback should be given and requested. Communicate the purpose and benefits of feedback, such as improving performance, solving problems, or developing skills. Align feedback with the goals and values of your team or organization, and emphasize that feedback is not a personal attack, but a way to help each other grow.

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Ben Biddick

Innovator in Biometric Health Data Performance & Public Impact
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Relationship building and setting expectations are important foundational concepts before team members start giving or asking for feedback. To ensure that psychological safety is experienced before, during, and after the process of feedback, the feedback must be given with relation to their performance and not with character judgements. When feedback is accompanied by growth concepts that help the person grow personally and professionally, they will grow to desire the feedback to make greater and more effective impact within and external to the team. Being able to contribute to the wellness and performance of others on their team adds meaning and purpose to the process.

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2 Use a feedback model

A feedback model is a simple and structured way to give and receive feedback effectively and constructively. There are many feedback models you can use, such as the Situation-Behavior-Impact (SBI) model, the Feedback Sandwich, or the COIN model. Choose a model that suits your needs and preferences, and practice using it consistently and confidently. A feedback model can help you avoid vague, judgmental, or emotional feedback, and instead focus on specific, observable, and actionable feedback. It can also help you balance positive and negative feedback, and express your feedback in a respectful and supportive way.

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Sharitta F. Gross, Ed.D.

Certified Change Practitioner | Leadership Development Enthusiast I Fractional Executive I Learning and Development SME
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While there are many models by which to receive and feedback, one of the main points of consideration should be inclusivity. It should not only be stated that the selected model is intended to invite the feedback of all personnel regardless of title, rather there should be a way to demonstrate that the feedback is being appropriately integrated. One of the ways to do this is identifying a mode of communication that will keep everyone abreast on the actions being taken on the feedback received. For example, if an organization uses Teams channels, this may be an optimal way to communicate necessary data without taking away from productivity with a scheduled, lengthy meeting.

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3 Create feedback opportunities

Feedback should not be a rare or random event, but a regular and expected part of your work culture. Create feedback opportunities by setting aside time and space for feedback sessions, such as during meetings, reviews, or check-ins. Encourage feedback exchange by asking open-ended questions, listening actively, and acknowledging feedback. Solicit feedback from different sources, such as peers, managers, customers, or stakeholders. Use feedback tools or platforms, such as surveys, polls, or apps, to collect and analyze feedback data. Make feedback visible and transparent, by sharing feedback results, trends, or insights with your team or organization.

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Marni Nowacek

Retail Training Manager | Neiman Marcus Brand
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Acclimating to the concept of consistent feedback can be instilled by making it a planned part of team interactions such as weekly meetings. Making it a regular practice in that type of forum allows feedback between different groups (peer to peer, leader to team, etc) and also creates the habit.

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4 Build feedback skills

Feedback skills are not innate, but learned and developed over time. Build feedback skills by providing training, coaching, or mentoring on how to give and receive feedback effectively and constructively. Offer feedback examples, scenarios, or simulations to practice and demonstrate feedback skills. Provide feedback on feedback, by giving constructive and specific feedback on how feedback was given or received, and how it can be improved. Celebrate feedback successes, by recognizing and rewarding feedback behaviors that promote psychological safety, such as giving honest and helpful feedback, or acting on feedback.

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5 Follow up on feedback

Feedback is not a one-time event, but an ongoing process that requires follow-up and action. Follow up on feedback by clarifying any questions, concerns, or disagreements that arise from feedback. Agree on action plans or next steps based on feedback, and assign roles and responsibilities for implementing them. Monitor and measure feedback outcomes, by tracking and evaluating the progress and impact of feedback actions. Provide updates and feedback on feedback outcomes, by sharing and celebrating the results and achievements of feedback actions, or identifying and addressing any challenges or gaps.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a feedback culture that promotes psychological safety?

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2

3

4

5

6

1 Define feedback expectations

2 Use a feedback model

3 Create feedback opportunities

4 Build feedback skills

5 Follow up on feedback

6 Here’s what else to consider

Conflict Resolution

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How can you create a feedback culture that promotes psychological safety?

1

2

3

4

5

6

1 Define feedback expectations

2 Use a feedback model

3 Create feedback opportunities

4 Build feedback skills

5 Follow up on feedback

6 Here’s what else to consider

Conflict Resolution

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