What do you do if your team struggles with giving and receiving feedback in a safe and supportive manner?

One thing I've realized is the importance of active listening: It's important for team members to actively listen to feedback without getting defensive. This involves acknowledging the feedback, asking clarifying questions, and showing a willingness to learn and improve. Taking some time to reflect on the feedback also allows you to understand the other person's perspective better.

Feedback é uma ferramenta importante para o desenvolvimento e crescimento do profissional dentro de uma empresa. Ao mesmo tempo, é uma das tarefas mais difíceis porque, infelizmente, temos o costume de enxergá-lo como uma crítica, e n?o gostamos de criticar os outros, muito menos de ser criticados.

I think trust is a two way street, if you react negatively to a feedback given by your subordinate that subordinate will not feel as comfortable sharing pain points or challenges with you. It's important to have a relationship understanding outside of work. Quick resolution on small pain points is also a great way to boost morale

Most teams do not have the skill or attitude for feedback. - Organize a training for all to attend including leaders and managers. Training can set the 'lens' right and bring all to a good learning ground. - Teach and practice together 2-3 models of feedback. For eg The Start- Stop- Continue model or the Situation- Evidence- Effect- Next Steps ( SEEN) model are simple and practical. - Role play a few conversations and a leader sharing some of their own stories of feedback can set the tone for the team to adopt feedback as a way of life in teams

é importante ter o acompanhamento desse feedback para se ter a no??o do desenvolvimento, ele deve ser contínuo para que se possam realizar ajustes promovendo assim o seu desenvolvimento e crescimento fortalecendo a comunica??o e confian?a entre gestores e colaboradores.

A forma como isso ocorre define como ele vai se sentir e como vai reagir diante da crítica. Para dar um feedback, escolha bem as palavras e imagine como você se sentiria ao ouvir aquilo se estivesse no lugar da outra pessoa, a empatia é muito importante nesse momento, pois n?o é todo mundo que está aberto a receber opini?es sobre seu desempenho profissional.

Elogie o colaborador imediatamente quando ele tiver uma boa a??o Seja claro e objetivo ao fazer uma observa??o positiva, mostre ao colaborador o quanto a sua a??o positiva impacta na empresa de uma forma geral

Feedback builds accountability and ownership! Feedback should be used as a tool for engagement, promotion and encouragement. Stating the obvious reasons, correcting a course of action or identifying what went wrong has to be on time. Delaying a conversation won't help. Best way to provide feedback is both publicly and individually based on the circumstances. If the team needs to enhance their performance, this should be a collective responsibility and addressed publicly.

I’d suggest developing a Team Charter - there are lots of examples via a quick internet search on how to do this, or get an external consultant to assist. A Team Charter allows the team to develop their own set of “ground rules” about the behaviours they expect of each of their (and you). Used this way, the charter builds clear expectations of “how we do things around here”, a foundation of trust and eventually the team will learn the skills needed for respectful feedback. The leaders role is to honour the charter and use it as a coaching tool to develop the team towards being able to communicate and organise their work in line with the charter. Bonus: it’s a handy way to help new team members settle in quickly too!

To address struggles with giving and receiving feedback, organise peer feedback sessions. Establish clear norms, focusing on constructive criticism and respect. Train on active listening and empathy—regularly scheduled sessions for practice, addressing any conflicts. Celebrate progress to foster a positive feedback culture, encouraging continuous improvement and collaboration within the team.