How can you create a feedback system that actually works?

Feedback is very important aspect. It helps you to understand where do you stand. According to me it should include all stake holders related to process, businesses or task. And any feedback should be taken in right spirit. It also helps the engagement of stake holders.

Building a systematic means of gaining feedback system is very important. Just it would not be for the sack of gathering information. The way we collect or gather or gain or come across the information should be systematic. The first thing should be valuing the important of Feeback. Does feedback really important and give sense for organization. If so, by what means of systematic way gain it. Why systematic? Because, to gain the genuine and really data, we need to be smart enough and think of the strategic design of collecting it.

I think prior to beginning the process of providing or receiving feedback it is critical to have a clear understanding of the desired outcomes & methods by which they will be assessed. Envision it as a collaborative journey like embarking on a quest with a shared destination. Just as adventurers outline their objectives & map their progress, teams, projects & individuals must also establish a clear vision of what they aim to achieve & how to measure it. Consider this process not as a static map but as a dynamic compass that not only points to indicators of success but also illuminates areas for improvement. By fostering this expedition mindset, feedback becomes a collective exploration with the shared vision avoiding any conflict.

Define : Plan : Assess : Act : Evaluate Define objectives: Determine specific areas of corporate communication to gather feedback on. Choose channels: Select appropriate channels to capture feedback. Encourage open communication: Foster an environment for honest feedback. Schedule feedback sessions: Regularly gather insights on communication initiatives. Use multiple feedback methods: Employ quantitative and qualitative methods for comprehensive insights. Act on feedback: Identify areas for improvement and implement necessary changes. Evaluate effectiveness: Monitor participation rates and assess if changes have led to improvement

A feedback system rooted in genuine engagement and continuous improvement is powerful. Start by establishing a culture where feedback is seen as a tool for growth, not criticism. Implement regular check-ins and surveys, ensuring anonymity when needed to encourage honest responses. Utilize digital platforms to streamline the process, making it accessible and straightforward. Importantly, act on the feedback received—show your team that their input leads to real changes. This approach not only improves processes but also strengthens team morale and commitment. #FeedbackCulture #ContinuousImprovement

You can unlock the power of feedback by tailoring methods to your specific needs: Contextual adaptation: select feedback methods & tools that align with your specific context, objectives & audience demographics Precision tools: employ rating scales or checklists ensuring focused evaluation & actionable insights Holistic insights: use open-ended questions or 360-degree feedback systems for comprehensive assessments Frequency & format: consider the optimal frequency & format for feedback delivery ensuring timely & easy access for all stakeholders Interactive platforms: Leverage online platforms for convenience & scalability enabling seamless feedback collection & analysis Empowering Engagement: Encourage peer reviews & self-assessments

Tailor your approach to fit the unique culture and communication style of your organization. For instance, digital tools like surveys can capture widespread input efficiently, while face-to-face conversations might better suit sensitive topics, fostering a more personal connection. Blend various methods to suit different needs and ensure inclusivity. Remember, the goal is to make feedback accessible, actionable, and a routine part of growth. Engage regularly, and adapt based on what works best for your team. #FeedbackInnovation #InclusiveCommunication

Una utilidad que le he encontrado a la retrolimentación es a nivel personal y profesional. Existen distintas estrategias comunicativas para obtener retroalimentación en la comunicación verbal y en la no verbal. En la comunicación verbal la retroalimentación puede brindarse de forma oral en las reuniones, en las entrevistas y en la conversación cara a cara. Asimismo, en la comunicación escrita puede brindarse mediante el buzón de sugerencias y las encuestas. La retroalimentación en la comunicación no verbal requiere contacto directo para obtener respuestas mediante los gestos, los ademanes y mediante el paralenguaje. La retroalimentación nos brinda un recurso muy importante para la eficacia comunicativa.

One thing I've found helpful is communicating with your stakeholders where they are - feedback tools need to be accessible and user-friendly. Another key thing is the use of simple language - stakeholders at different levels need to be able to understand the kind of feedback required so they can contribute effectively.

áreas de melhoria podem e devem ser identificadas no dia a dia, observando, testando hipóteses, convocando as pessoas a refletirem sobre suas próprias atividades e resultados e dando feedbacks de forma frequente. O feedback é um troca que deve ser feita da forma mais natural possível no dia a dia e consolidada em reuni?es de acompanhamento do trabalho e de avalia??o. O mais importante é que seja uma conversa franca, aberta e construtiva, e que gere melhorias contínuas e progressivas.

As a leader, it is important to establish feedback guidelines and properly request them from employees. Regarding operational issues in everyday work, strategies, and self-assessment, all of these should be sufficiently specified and expected so that both the employee and the team lead can provide appropriate feedback.

I love taking regular 360* feedback. Feedback from junior most employee to senior most, feedback from third party agencies, and all those with whom I work and spend most time with. Remember, receiving feedback can sometimes be challenging, especially when it includes criticism. Approach feedback with an open mind, be receptive to different perspectives, and use it as an opportunity for growth and development.

One need to embrace continuous feedback loop while elevating performance & collaboration: 1.Real time insights: shift from annual to regular feedback cycles, enabling ongoing performance monitoring & adjustment 2.Self-awareness cultivation: embrace feedback as a tool for self-reflection, empowering individuals to recognize strengths, address weaknesses & evolve professionally 3.Relationship building: foster trust & camaraderie among peers, managers & clients through consistent feedback exchanges, nurturing an environment of openness & collaboration 4.Opportunistic approach: seize every chance to solicit & provide feedback 5.Proactive engagement: initiate feedback requests when embarking on new tasks, challenges or delivering completed work

Team feedback is crucial, especially for first time managers. Remember, feedback focuses on work, not personality. Don't take it personally (a common mistake among first time managers). Treat it as a tool for improvement. A helpful tip: shadow someone you admire in area of giving and receiving feedback, observe their interactions, and implement similar practices.

Provide feedback regularly works, documenting the same would make it more impact full and beneficial. Both the parties would get actual insight the one who is sharing feedback and the receiver if the feedback is implemented with positive attitude.

Compassion & Clarity must coexist in the process. Objectivity towards the person is crucial as well. However: a) We focus often on our OWN emotions/personal opinions instead of the situation or the actual feedback to the receiver, failing to separate the person from the incident. b) Feedback is not always 100% fact-based because it is human nature to combine multiple instances to build a case of non-performance. This is counter-productive because those incidents could be open to various interpretations. Give feedback immediately in relation to the problem, provide immediate clarity with compassion, and educate the person as well in the process. Better than opening up a Pandora's Box, and shocking the receiver at the end of the year!

Specificity and constructiveness are key in feedback. Highlight precise behaviors or outcomes and suggest actionable steps for improvement. For example, instead of general comments like "Improve your presentations," say "Incorporate more data-driven examples in your slides for clarity." This method ensures feedback is tangible and actionable, fostering a culture of growth and development. Always aim to reinforce strengths while gently guiding on areas for enhancement. #ConstructiveFeedback #GrowthMindset

One thing I have found helpful in feedback techniques as a member of Toastmasters International, a public speaking club is the use of CRC method in giving feed. C- Commendatiom R- Recommendation C- Commendation The first C, means you should be Specific on what the person did right. Do not give a vague response or use ambiguous words. For instance for a speech presentation. Do not just say that was a beautiful speech, it was amazing. Rather proceed to say what made the speech beautiful; such as clarity, voice projection, stage comfort, structure of the speech, impact of the speech on the audience amongst several other things you find Commendable. While Recommendation is about what the person should improve on. And the last C encourages.

The essence of feedback should be to allow a free flow of information to be submitted not just a check or yes and no response .

Assim como qualquer discurso, o feedback se torna vazio quando n?o vem acompanhado de a??es consistentes de todos os envolvidos. Ao criar um ciclo de feedback positivo e construtivo, promovemos crescimento individual para profissionais e também para líderes, fortalecenddo a equipe e impulsionando o sucesso do projeto ou da organiza??o como um todo.

The essence of a working feedback system lies in diligent follow-up and actionable steps. After providing or receiving feedback, initiate a follow-up conversation to discuss understanding, concerns, or further support needed. Transform feedback into an actionable plan, monitor progress, and celebrate improvements, showing a commitment to mutual growth and development. This practice not only closes the feedback loop but also reinforces a culture of continuous improvement and open communication. #ActionableFeedback #ContinuousImprovement

Feedback is only as good as it is honest and the only way to achieve honest feedback is by creating an environment that is safe and non-judgmental for individuals to share their thoughts, as well as visibly demonstrate from a management perspective that feedback is being considered, actioned and implemented. This can only be achieved if the ego is taken out of the feedback system and entirely depends on the culture of an organization. Far too often, many organizations have to resort to anonymous feedback because their culture conflicts with this safe environment.

Receiving genuine feedback can be challenging, especially when superiors are resistant to criticism. While it's often easier for seniors to provide feedback to juniors, the reverse dynamic can be more difficult. In such situations, anonymous feedback can be a valuable tool. By offering anonymity, individuals may feel more comfortable sharing their honest opinions without fear of reprisal. This fosters a culture of openness and encourages constructive criticism, ultimately benefiting both individuals and the organization as a whole. Additionally, implementing anonymous feedback mechanisms demonstrates a commitment to listening and continuous improvement, which can enhance employee morale and engagement.

Be intentional and objective in your approach. Also be ready to receive the good, the bad and ugly feedback. Be realistic (less emotional) in your expectations.