How can you create a feedback culture?

Delivering feedback is crucial for personal and professional growth. Constructive feedback provides valuable insights, helps identify areas of improvement, and fosters learning. It allows for open communication, strengthens relationships, and promotes a culture of continuous development. However, delivering feedback requires empathy, clarity, and tact. It should be specific, focused on behavior, and provide actionable steps for improvement. Effective feedback creates a safe space for growth, inspires motivation, and builds trust. By offering feedback thoughtfully and constructively, we empower others to reach their full potential and create an environment that encourages excellence and collaboration.

If we're the first to give and request feedback, others will follow. I've found if I ask for feedback and then implement the feedback given where necessary, others are then more likely to do the same.

Feedback is a vital component to improvement. It helps individuals understand how to further their success in some areas, as well as how to improve in others that require more attention. Sharing feedback and guidance in optimistic and constructive ways allows the individual receiving it to adjust moving forward.

Here's the most effective way to deliver feedback that drives a positive behavioral change. While counterintuitive, effective feedback starts with a self assessment. You already know what you saw. But do you know what they did? 1. How do you think that (call/meeting) went? 2. What did you do well? 3. What, if anything, did you find difficult? 4. What, if anything would you want to improve on? 5. What if anything could you have done differently? 6. If there was anything to change, what can you improve or change to achieve better results the next time? THEN: It's time to share what they missed to avoid redundancy. "Can I share some things I noticed that will help you achieve your goals and (better your best)?" Language is everything.

Constructive feedback is an art that involves providing guidance while maintaining a positive and supportive environment. Begin by focusing on specific behaviors or actions, not personal attributes. Offer examples and suggest actionable steps for improvement. Choose an appropriate time and place, ensuring privacy and minimizing distractions. Practice active listening and show empathy towards the recipient's perspective. Use clear and non-judgmental language, emphasizing growth and development. Encourage open dialogue and collaboration. Remember, constructive feedback builds trust, encourages growth, and nurtures relationships.

As humans, 'constructive' or negative feedback is seen as a threat, it triggers our threat response system and we shut down, the opposite of what the feedback giver wants. For feedback to be effective you need to create an environment where others feel safe and valued. Not just in words, but in your actions. Just like growing seeds in a garden, if you prepare the soil and provide the nutrients for growth the plant is more likely to grow and you can nudge, and shape once it does. One of the best tactics is to offer positive feedback, with a ratio of at least three pieces of positive feedback for every piece of constructive feedback. And be specific to the action and person, no 'Good job guys'. Make it a habit, give generously.

I agree with the statement, but I have some doubts about the sandwich technique's efficacy. From my perspective, a feedback approach that is both empathetic and assertive, using references as a mirror, may prove more effective.

When people hear the word feedback…Emotions rise! Feeling safe is then vital to helpful and relevant feedback. Safe means the receiver knows they are going to be heard, respected and the intention behind the words is about their growth, not to criticize. You can try starting your next feedback conversation like this: “I’d like to see if we might reach a better understanding about__. I’d like to get your thoughts and I’d like to share my perspective as well.”

Receiving negative feedback is much more complicated and difficult than providing feedback. It is no exaggeration that one of the most important skills that I have continuously worked on in my working years is how to deal with negative feedback. A good practice is to ask for negative feedback from colleagues and relatives in the form of one-on-one meetings. Experiencing this feeling will be a bit difficult and complicated at first, but gradually it was for me in such a way that it created new opportunities in my work and personal life. If you are doing this for the first time, you will probably endure a lot of emotional pain, but the path to this maturity inevitably passes through emotional pain.

Receiving feedback gracefully is an art that requires humility, openness, and a growth mindset. Approach feedback with an open mind, listening attentively without becoming defensive. Separate your identity from the feedback, remembering it is about actions, not personal worth. Express gratitude for the feedback, recognizing its value. Reflect on the feedback, considering its validity and how it aligns with your goals. Take constructive action, developing a plan for improvement. Seek support and guidance when needed. Embrace feedback as an opportunity for growth and continuous learning.

1. Take a Breath: When someone offers feedback, take a breath and remind yourself first that their intention is likely positive. 2. Listen Actively: Give your full attention, avoid interrupting, and ask clarifying questions to understand their viewpoint. 3. Reflect on the Feedback: Consider the validity of the points raised and whether there's room for improvement. 4. Practice Self-Compassion: Acknowledge that no one is perfect, and we all have areas for improvement. 5. Take Action: Use feedback as a catalyst for change. 6. Follow-Up: If you've made changes based on feedback, follow up with the person who provided it. This shows your commitment to growth and can strengthen your relationship.

Co-creation is at the root of this. To actively not seek feedback is believing you’re on your own which is 90% of the times not the case. Resistance is a very common trend among the creative community. To remove it — a perspective shift is needed where you embrace radical candor because that’s how things are made. Together.

Sometimes we need to solicit feedback and coach up. After all, if managers aren't getting the support and coaching they need, it's very hard for people to recognize the needs of others, such as their team. If you don't take the initiative to ask for type of coaching and support you're looking for, you can either be waiting around your entire career for what you really want and need or continue getting what you don't.

I recently created a survey for my teams to complete to give me feedback on my communication, collaboration, facilitation, and leadership skills. I provide an option, open space for any additional comments. I let my team know in advance I wanted their feedback so I can grow. I also opted for the feedback to be anonymous. Soliciting feedback proactively should begin with building a relationship. Also, let those you are asking for feedback know why you want it. Lastly, thank respondents and let them know what will be done with the results.

Soliciting feedback proactively is crucial for personal and professional growth. Start by creating a safe and open environment where feedback is welcomed. Clearly communicate your desire to receive input and encourage honesty. Ask specific questions that target areas of improvement or seek suggestions for development. Actively listen to the feedback without becoming defensive or dismissive. Express gratitude for the feedback received, showing appreciation for others' perspectives. Take the feedback seriously and reflect on it to identify areas for growth. Use the feedback to set goals and create an action plan. Regularly seek feedback to foster continuous improvement and maintain open lines of communication.

I was recently given some feedback and asked a trusted friend to provide her view. She was able to cite an example and provided a tip on how I could improve. Ask people who will you give an honest opinion with actionable steps to implement the feedback. They might ask you to do the same for them.

I constantly ask for feedback. It is a standing agenda item on the 1-2-1s I have with colleagues and I will periodically send anonymous surveys (in addition to the organisational surveys). Self awareness and reflection are important to practice, but there is no better way to find out how you can improve than by asking those who observe you day-in-day out. If you aren't asking for feedback there is a good chance yo are missing out on a great opportunity to improve by either identifying a skill/knowledge gap or by changing a particular behaviour that you weren't even aware was problematic.

Show me one person who wants to create or work in a feedback culture. You may as well call it an inspection culture. Using this language is a bit off base, let alone a dangerously misleading methodology, should a manager try to get their people excited to be part of a feedback culture. Unless asked, most don't welcome feedback or constructive criticism. Love that oxymoron. For most, feedback is more FEARback Culture. Create a LEARNING or IDEA culture, where open, honest feedback is an important component of the overall strategy to build a thriving culture people want to be part of. However, sharing ideas that are well-received begins with setting positive intent around what you're doing, why & what's in it for them. See template below.

Creating a feedback culture is vital for a thriving environment. Lead by example, embracing feedback graciously. Establish psychological safety, where individuals feel safe to share without fear of judgment. Encourage ongoing feedback as a regular practice. Provide guidelines and training for effective feedback. Implement mechanisms like surveys or suggestion boxes. Actively listen and genuinely consider feedback. Celebrate instances where feedback leads to positive outcomes. Frame feedback as an opportunity for growth. Encourage self-reflection and seek feedback proactively. Provide resources for addressing feedback. Embrace diverse perspectives and promote open communication. Regularly refine your feedback processes.

In many organizations, feedback seems to only happen at the performance review… that rarely works! Two ways to make feedback welcomed. 1-Consistency. Imagine exercising only twice a year, that would be painful. 2-A consistent template, that All can see- like the values, mission. And should contain the words: Specific, factual, helpful, focused on the problem/ result/impact NOT the person. Feedback also needs to be a recognition something they did well, not just ??. And it can stand alone (ditch the sandwich model)

Feedback is a useful tool to make improvements to the way your business operates but, as Keith points out below, giving and receiving feedback has to be done masterfully, otherwise you can create negative, even toxic, outcomes. It is much better to strive for a culture of engagement where employees feel connected to each other and the organisation. Leaders should strive to create an environment that encourages collaboration and innovation in order to ensure a thriving work environment. Managers should create strategies to foster team unity, trust and camaraderie. They should strive to create an inclusive environment that encourages employees to feel heard and valued. A positive culture will naturally allow for improved feedback giving.

Create an ACCOUNTABILITY PARTNERSHIP so people want to create a Learning Culture (that values, coaching, feedback & observation.) “What I want for you is align the company's values & your values, goals & priorities, so you can achieve what matters most. I want to ensure I’m doing the same, while supporting you. To do so let’s create an accountability partnership. Any time you or I fail to honor our values or fall into ineffective habits or toxic behavior that can impact our brand, productivity & goals, we both have permission to point this out to each other so we can immediately shift back to honoring our values & doing what’s best for us, our team & our company. Are you open to creating this type of partnership to accelerate our success?”

To be successful in creating a culture of feedback, you must have the buy-in from the senior most leadership at your organization. These leaders must promote, embody and embrace what it means to constructively and responsibly provide giving and receiving feedback on a daily basis. Start small with first understanding what type of feedback culture you wish to create. Create the socialization and communication plan to enroll the people top down on why this is important and work with your team leads to create the network and stakeholder relationships (ie: Talent, Performance, Hiring etc.) necessary to roll out and implement this type of change. Lastly, define clear and actionable success measures with those partners to ensure success.

From my experience in multinacional environment, I believe that feedback it's crucial. Feedback of what went well and what we need to improve. To be done correctly, HR and managers should proactively ask for feedback in general terms and preferably also be specific for feedback from their Teams. It's not easy mainly the after feedback, where the ones requesting it, most of the times feel overwhelmed with the replies. Although it's hard to deal with feedback, I totally agree that it's the correct way to improve what needs to be improved, and in the way it opens the way to mindset positive changes. We must focus in the objective of the balance between Company and People, and this is also achieved by getting feedback.

Language is emotive, and for many the word 'Feedback' or 360 review automatically triggers a pit-of-the-stomach feeling. Try this instead: make it a natural part of what you do. In the same way a coach will share what you are doing well, and how you could get that extra micro-second for your success. The more you normalize giving, and receiving feedback as part of a natural conversation, without big judgments, and in service of the individual, or team's success, the more it feels safe. Do not call it feedback. Instead of 'Can i give you some feedback/advice/coaching' try 'I really like the way you handled the challenge from Marketing in that meeting', or 'The way you presented your insights was well received'. Specific, actionable.