What do you do if your feedback loop is not yielding positive results?

If your feedback loop is not yielding positive results, it's essential to reassess and refine the process. Start by soliciting feedback on the feedback process itself to identify areas for improvement. Ensure that feedback is specific, actionable, and delivered constructively. Encourage open communication channels and a culture that values feedback at all levels. Provide training or resources to help individuals give and receive feedback effectively. Consider implementing anonymous feedback mechanisms to encourage candid responses. Continuously monitor the effectiveness of the feedback loop and be willing to adapt strategies based on ongoing evaluation and feedback from stakeholders.

Identify and address any resistance or barriers to effective feedback. This could include cultural norms, fear of retaliation or lack of trust between the parties exchanging feedback. Another aspect is the Timing. It's best to give criticism in small portions and not to delay it until the annual appraisal period. Take proactive steps to mitigate these obstacles and create a supportive environment for feedback.

Certifique-se de que o feedback seja específico, acionável e relevante. Feedback vago pode levar à confus?o e ineficácia. Garanta que o feedback tenha objetivos claros e alcan?áveis, pois isso facilitará sua aplica??o. Se o feedback n?o for específico o suficiente, os destinatários podem n?o entender como implementá-lo.

In today's world if we can make some effective changes in the traditional feedback process, it can have a positive effect on the productivity of our team. The first important step is to move away from a 'feedback mindset' to a 'feedforward mindset'. Feedforward is in the present tense and focuses on current performance and future development rather than a critique of past performances. It also helps to build trust, respect, and empathy and create a transparent communication loop between the leader and the team members. As a leader practicing genuine empathy, active listening, and powerful questioning skills can turn the feedforward process into those AHA moments of new insights and discoveries that can improve the team's productivity.

I totally agree with Debayan about having a 'feedforward' mindset, and would also add that feedback should be both positive and constructive, and representative of the overall impact of the individual (not just what they do wrong).

Feedback has a very short half life. I disagree with this article that feedback can be too immediate. The more immediate the better, because it will be more likely to have impact. If it is received defensively, then this implies the trust and respect in the relationship between given and receiver is not sufficient for this level of feedback. Strengthen the relationship and trust, and then give the feedback as soon as possible after it is observed, making it actionable.

An open feedback culture is a very powerful and healthy dynamic. Take time and put in effort to create this, and this will pay off hugely in the long run.

Implement a more structured feedback framework that includes specific criteria, guidelines, and a standardized format for delivering feedback. Also consider making the loop bidirectional for when clarity is needed

Encourage the person receiving the feedback to take ownership for the resulting actions and impact these actions have. They may not necessarily share your views on the feedback, or the actions needed, and converging on a shared understanding is more important than the actions and impact being the outcomes you desire.

Be patient. Allow time for the feedback to be absorbed Offer support. Celebrate small changes and results and reinforce positivity