How do you solicit and incorporate feedback from cross-functional peers or managers?

2 Choose the right channel

Depending on the type and urgency of your feedback, you may want to choose different channels to communicate with your cross-functional peers or managers. For example, you can use email, chat, or surveys for simple or routine feedback, such as confirming deadlines, clarifying requirements, or rating satisfaction. However, you may want to use phone, video, or face-to-face meetings for more complex or sensitive feedback, such as discussing problems, exploring solutions, or giving constructive criticism.

3 Listen actively and respectfully

When you receive feedback, you need to listen actively and respectfully, regardless of whether you agree or disagree with it. This means that you should pay attention, avoid interruptions, ask clarifying questions, paraphrase key points, and acknowledge the feedback giver's perspective and input. You should also avoid being defensive, argumentative, or dismissive, as this can damage your cross-functional relationships and trust.

4 Evaluate and prioritize feedback

After you listen to feedback, you need to evaluate and prioritize it according to your cross-functional goals and criteria. You should not accept or reject feedback based on your personal preferences or biases, but rather on its relevance, validity, and usefulness. You should also consider the feedback giver's role, expertise, and expectations, as well as the context and purpose of the feedback. You can use a feedback matrix or a feedback log to organize and rank feedback based on its importance and urgency.

5 Incorporate and follow up feedback

Once you evaluate and prioritize feedback, you need to incorporate and follow up on it accordingly. You should update your deliverables, plans, or actions based on the feedback that you accepted and agreed on. You should also communicate your changes, progress, or results to your cross-functional peers or managers, and thank them for their feedback. You should also seek further feedback if needed, and monitor and measure the impact of your feedback implementation.

6 Develop a feedback culture

Finally, you should aim to develop a feedback culture within your cross-functional team or project. This means that you should encourage and welcome feedback from others, as well as give feedback to others. You should also establish regular feedback sessions, such as check-ins, reviews, or retrospectives, where you can share and exchange feedback in a constructive and collaborative way. You should also use feedback tools, such as feedback forms, dashboards, or platforms, to facilitate and streamline feedback collection and analysis.

7 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?