How do you create a culture of feedback in your team that encourages openness, honesty, and learning?

Creating a culture of feedback begins with setting clear expectations ????: 1?? Explain importance of feedback and its delivery ???? 2?? Establish ground rules: respectful, specific, timely, constructive ???? 3?? Align feedback with team vision and values ???? By understanding the 'why' and 'how' of feedback, teams can fully harness its benefits.

One great way of establishing feedback as part of the culture is by using it in workshops where employees are invited to. Observing a hypothetical example of how to conduct appropriate feedback is like using storytelling to promote ideas. When talking about human interaction in the workplace, people remember a story more than concepts and rules. Imagine observing your HR manager reacting to a subordinate who has a negative reaction towards the feedback given to her. Observing the attitudes, words, and body language of the staff representing the ‘feedback scenario’ becomes a positive reference point for employees at all levels in the organization.

My team knows that I am approachable as a manager and coach, I want the team to feel comfortable to be able to ask me any questions and problems that may arise. I set up our learning webinars way in advance and let the team know, no excuses everyone has to attend. Also, there has to be boundaries or rules in place, for example if you miss 3 learning webinars you won't be able to stay on the team. Have one on one meetings to understand each individual goals and set a plan together for it to be attainable.

Creating a feedback culture involves leading by example ????: 1?? Show openness to receiving feedback ???? 2?? Ask for feedback regularly, thank people for sharing ???? 3?? Demonstrate how feedback improves performance, skills ???? 4?? Give relevant, actionable, supportive feedback frequently ????? Feedback isn't personal, it's a tool for growth ??.

Saying it is much easier than making it happen, especially for leaders in organizations. Listening to feedback from subordinates or team players about what a manager can do better can harm their ego and predispose them to not take ideas seriously. Imagine that your colleagues or juniors suggest that you are not the best at delivering bad news coming from the HQ or scolding employees who are underperforming. Instead of trying to look like an agreeable leader, you might decide to hide inside a shell and pretend the feedback never happened to maintain your sense of knowing-it-all. Allowing yourself to be vulnerable in front of your subordinates can be of great value to your career, but it requires conviction and courage.

Leaders who gather, listen to and act on employee feedback can take steps to make the work environment better. Employees may also see these leaders as more invested in their professional development and well-being. Research suggests that managers who make their team members feel cared for and competent can boost employee engagement levels. Employee Retention is a great measurement and byproduct of feedback.

Going into a role as a ‘newer’ team leader, I tried to honestly reflect on things I know I needed, and do my best to incorporate that in the day to day. We have daily team touch points that allow everyone an opportunity to contribute and ask questions. I do my best to encourage folks to share ideas that may improve processes and give them opportunities to grow and work on those projects, if they wish. It’s important to me to always be mindful that my job is to develop more leaders, as much as possible. Consistent and effective 1:1s are crucial. Honesty, clear communication, and FOLLOW-through when someone comes to you with something they need from you to be successful is so important to building trust and having a successful team.

Lead By Example! The idea of leading by example is to behave in the same way you expect others to behave. The ability to lead by example at work builds trust among employees, managers, and supervisors, allowing teams to thrive. A more creative and productive workplace can be created by learning how to be an effective leader and leading by example.

However, keep an eye on the potential harms that opening for too much feedback can bring to your team. Not all of us are able to receive feedback as intended. Some of us could process words of advice and constructive feedback as rejection, discrimination, or alienation. Also, some could use words that are insensitive to the reality and context of those receiving feedback. What if a person is suggesting a colleague to please stop talking so much in meetings after that person finally allowed himself to overcome the fear of public speaking that has haunted him since high school? Feedback friendly environments must be accompanied by spaces of getting-to-knowing each other and embracing a culture that promotes diversity and inclusion.

Creating a feedback culture requires fostering continuous feedback opportunities ????: 1?? Don't wait for formal reviews, keep feedback ongoing ????? 2?? Use tools like surveys, polls, or apps for feedback collection ???? 3?? Encourage peer coaching, 360-degree feedback, or feedback games ???? The more feedback opportunities, the more it becomes a normal part of the team culture.

Start small and gradually build up the feedback culture. Also, don't overdo it -- it will become unnatural. Use fun exercises to create a safe space [building the cultural fabric of the team], then introduce one or two "pretend" feedback opportunities now and again. If the culture isn't there, the feedback won't matter.

Creating a feedback culture involves fostering a two-way dialogue ?????: 1?? Invite questions, perspectives, or solutions when giving feedback ???? 2?? Listen actively, acknowledge, and seek clarification when receiving feedback ???? 3?? Feedback dialogue builds trust, rapport, and avoids misunderstandings ????? Remember, feedback is a conversation, not a monologue.

There is a magic word that can help start a dialogue around feedback: “THANKS!” Create a habit where people acknowledge and appreciate feedback by saying “thanks” whenever they get feedback. “Thanks” is a positive word that can be a great icebreaker to start a dialogue between feedback receiver and giver. It also reinforces the value that people should place on feedback they receive and the appreciation for the effort the feedback giver made to share the feedback.

Leaders should look for opportunities to share examples of where they made changes based on feedback. It shows them modeling the ability to take and act on feedback. It also shows that feedback should be welcome and encouraged.

Creating a feedback culture involves celebrating feedback success ????: 1?? Give positive as well as constructive feedback ???? 2?? Celebrate progress and results made based on feedback ???? 3?? Reward feedback behavior with recognition, incentives, or opportunities ???? Celebrating feedback success motivates teams to keep growing.

Acknowledging and thanking team members publicly goes a long way. Whenever someone on our team suggests an idea and we implement it, we make it a point to acknowledge them in front of their peers and give them credit for the idea. We are living in such a fast paced world so small things like this can easily be overlooked but it’s important, especially if you’re trying to foster a company culture that welcomes feedback and thrives on innovation & new ideas.

There are many insightful posts to this subject. However, I am curious. How do you create a culture of feedback in an environment where the team has not "bought in" to the success of operation/organization and therefore couldn't care less? Should not the organization climate be examined in an effort to address the underlying causes of the lack of feedback participation?

Any feedback needs to be followed by acknowledgment and recognition of improvement or progress even if partial. All efforts need to be celebrated. Without proper employee or team member recognition, there is no positive feedback, only criticism. Hence, again leadership matters.

You should also consider sharing with your team that feedback is neutral. It is up to the individual receiving the feedback to make it positive, negative,or personal. Additionally, consider who is providing the feedback, and which lens do they see you through.

Managers should also take courses and excel in knowledge of managing. I completed a management course and it was so insightful. We all experience the world in unique ways, and with that comes variation in the ways we learn best. Understanding these different types of learning styles can drastically impact the way we manage. Some individuals will tend to learn using visual, some auditory, some kinesthetic, some reading and writing. Understanding these different learning styles and what works best will be a game changer for your team.