What do you do if your organization lacks a culture of feedback?

If our organization lacks a culture of feedback, I would take the initiative to promote open communication and constructive feedback among team members. I would encourage regular check-ins and discussions to exchange feedback on projects, processes, and overall performance. By fostering a culture where feedback is valued and encouraged, we can create a supportive environment for growth and improvement for everyone involved.

Desenvolver uma cultura de feedback em uma organiza??o onde ela n?o é prevalente pode levar tempo e requer compromisso contínuo, mas os benefícios em termos de engajamento dos funcionários, satisfa??o no trabalho e desempenho organizacional podem ser significativos. O board se comprometendo e puxando as mudan?as, o processo caminha mais rapidamente.

Each barrier requires a distinct strategy to address effectively. Building trust isn’t an overnight process. It involves consistent, transparent actions and open communication. To foster trust, leaders must be approachable and willing to engage in two-way feedback—showing that it’s safe to express opinions without repercussions. Many shy away from feedback due to fear of sparking conflict. Here, training can play a crucial role. Workshops that simulate feedback scenarios and teach conflict resolution can demystify the process and equip individuals with the skills to handle potentially uncomfortable situations constructively. Sometimes, the issue is simply that the value of feedback isn’t recognized.

Feedback is critical for personal and organizational growth, so it's essential to address the issue. First, identify the reasons why there is a lack of feedback culture. It could be that the organization doesn't have a structured process for providing feedback, or the leadership doesn't value feedback. Once you have identified the problem, it's time to take action. You can start by encouraging a culture of feedback by providing feedback yourself and leading by example. Another way to create a feedback culture is by providing training to team members on how to give and receive feedback constructively. Finally, it's essential to recognize and reward individuals who provide feedback and use it to improve the organization.

Here’s the strategy: begin by openly requesting feedback in meetings, emails, or one-on-one sessions. Make it a regular part of your interactions. When you receive feedback, especially critical feedback, handle it gracefully. Show gratitude for the input, reflect on it, and discuss openly what changes or improvements can be made. This behavior models how others should engage with feedback. By demonstrating that feedback is a tool for self-improvement and not a mechanism for criticism, you start to dismantle the fear and anxiety that typically surround the feedback process. It’s crucial to consistently reinforce that the goal is collective betterment, not personal judgment.

It is important to create systems and approaches that will reflect this. In my perspective one of the tools that can be implemented is the 360 degree feedback, where everyone provides feedback about everyone they interact with. With the proper training, this will bring up the weaknesses in processes, training, and people.

Durante mais de uma década em uma organiza??o carente de uma cultura de feedback, adotei uma abordagem proativa. Iniciei solicita??es regulares por sess?es de feedback com a dire??o e meus supervisores diretos. Essa prática, inicialmente incomum, gradualmente moldou uma cultura de valoriza??o desses momentos de direcionamento e avalia??o. O impacto foi tangível, com essa mentalidade sendo espelhada em todos os níveis da empresa. Essa experiência refor?a a importancia da iniciativa individual na constru??o de uma cultura organizacional mais saudável e receptiva ao feedback.

- Set up formal training sessions that focus on effective communication techniques, including giving and receiving feedback. ?? - It’s beneficial to include modules on emotional intelligence in the training. Understanding emotions can greatly enhance how feedback is given and received, making the process more productive and less confrontational. ?? - Integrate feedback mechanisms into regular workflows, such as during project reviews or one-on-one meetings.?? - Establishing a culture where feedback is seen as a tool for growth and improvement rather than criticism can transform how team members interact and collaborate, leading to a more open and progressive organizational environment. ??

Desde mi experiencia crear una cultura de retroalimentación en tu organización, tiene un impacto positivo en el compromiso de los colaboradores, la productividad y la calidad del trabajo en equipo. Te comparto algunas sugerencias para lograrlo: -Comienza por educar a los líderes y colaboradores sobre los beneficios de la retroalimentación constructiva y cómo puede mejorar el desempe?o y el crecimiento profesional. -Define claramente qué se espera en términos de retroalimentación y cómo se debe entregar de manera constructiva y respetuosa. -Crea espacios y herramientas para que los colaboradores puedan brindar retroalimentación de forma regular, ya sea a través de reuniones uno a uno, encuestas, o plataformas digitales.