How can feedback improve organizational culture and performance management?

Feedback is not only a mastery skill, but it is a critical investment tool for organizational success. Clear, direct, critical feedback is important because if people don’t know what they’re doing wrong, how can they improve their performance. By reframing the language to clarify the ideal future and make success feel attainable, you get better results while still delivering an important message. Leaders who reframe their feedback to offer future-oriented suggestions for success have a better chance of earning a good performance from their team members. Even the lowest performer will show improvement. Flip and elevate your feedback. Good feedback should highlight what we do want from the receiver. This makes them feel supported & trusted.

Feedback is at the heart of personal growth and supportive relationships, whether at work or at home. Giving and receiving constructive feedback is a skill we can build and continuously practice in all walks of life, until we're feedback ninjas. A couple of quick questions to ask yourself as you're considering whether to give feedback: - Is this coming from a place of support, or frustration? - Am I in the right state of mind and emotional state to be giving feedback? - Is it true? Is it kind? A couple of quick questions to ask yourself before you ask for feedback (or when you get it anyway): - Am I in the right state of mind and emotional state to be receiving feedback? - Do I need to act on it? Right now? It's your call ??

Surprising employees once a year with negative feed back is counterproductive indeed. Frequent check ins, Business reviews and discussing progress on projects is a necessity to soft land with maximum targets reached

Feedback is about course reinforcement or correction. Do you want more or less of a certain behaviour / results? The receiver is not going to telepathically know. As the team leader, you have to tell them.

Feedback is crucial as it provides valuable insights, helps identify areas for improvement, promotes learning, and fosters growth, whether in personal development, work, or creative pursuits.

While many believe in the sandwich technique, I want to point out the danger here - primacy and recency effect...employees may not remember the middle part of the sandwich which is often the most crucial one. Addressing challenges early and often by not correcting character but rather habits foster a more positive work environment

There is another technique of giving feedback called the 'Sandwich technique'. In this, you start with sharing positive and constructive feedback, followed by an area of improvement and end with a positive note again.

Effective feedback is specific, constructive, and focused on behavior rather than personality. 1) Concentrate on the behaviour, not the person 2) Balance the content 3) Be specific 4) Be realistic 5) Own the feedback 6) Be timely 7) Offer continuing support 8) Prioritise your ideas

Leaders should be consistent in providing performance feedback, verbally and in writing. The feedback should be clear and objective, and based on the competencies for the role and performance metrics. Highlight employee strengths and accomplishments, as well as areas in need of improvement. Offer guidance and support, and follow through. Identify opportunities which may help develop your employees’ skills and abilities in critical areas. After all, you are only as good as your team!

As a plant manager, I inherited a manufacturing operation facing significant challenges. Productivity was low, scrap was high, and the machine uptime was suffering. While I had many ways to address the problem, I focused on what was going well. At the end of each shift, I would review the results on the whiteboards at the end of each production line. It was difficult initially, but I would write a positive comment on any improvement in productivity, scrap reduction, or machine uptime. Improvements escalated quickly; in six months, all measures had improved significantly. Any negative issues were resolved without me ever mentioning them. By focusing on the positive, the entire workforce came together to achieve extraordinary results.

How to master effective feedback 101: 1) Listen. 2) Remain composed. 3) Seek clarification. 4) Don't get defensive 5) Commit to personal growth. It's about continuous improvement with a professional touch.

Good Listener, less reactive and introspect. Avoid being judgmental and accept if there is a point to work upon or improve. Genuine acknowledgement with assurance having a plan to work will surely benefit.

To receive feedback effectively, stay open-minded and avoid being defensive. Listen actively, ask clarifying questions, and seek examples for better understanding. Consider feedback as an opportunity for growth, not as a personal attack. Thank the giver for their input and reflect on how you can apply the feedback constructively. 1) Listen to the feedback given 2) Be aware of your responses 3) Be open 4) Understand the message 5) Reflect and decide what to do 6) Follow up

Leaders need humility to receive feedback effectively. They should have an open mind, embracing a learning mindset and the ability to listen attentively. Take time to reflect on the different perspectives and receive the feedback with appreciation.

Here's something I've come up with that teams have found useful in how to not take feedback personally, it's just DATA: 1. Do (focus on what you can Do differently, it's not about You) 2. Acknowledge them 3. Thank them 4. Assess (you don't need to act on all feedback but you can listen)

Honest feedback is only received when colleagues/team members feel that you as a leader treat them with respect, that you are transparent, that you care and that you are honest. Also, a true interest in those around you is of utter importance - there is nothing worse than being in a feedback session and the person you are giving the feedback to, stares in outer space, plays with the phone, doesn't take notes. Very important as well is empathy - only if you as a leader can understand that there are different characters, different personalities you need to cater for, only then you can you give honest, respectful feedback.

If managers give feedback with respect to their team members- then "respect' as a value becomes a part of the org culture. If associates are trained to recieve performance feedback with an open mind then 'listening' takes root as a value If leaders encourage people to question the performance management process n outcomes, then 'openness' becomes a value. Values that are lived on a daily basis in organisations define org culture.

We used to adopt a technique called 'Start, stop and continue' in of my previous classes. This one particularly is good when we have a lot of feedback givers. Everyone shares just one thing the person should start doing, one thing to stop doing and one to continue. We can use this as a quick round to collect feedback from a large number of people.

Overcoming feedback challenges involves cultivating a growth mindset, separating feedback from personal identity, and focusing on improvement rather than criticism. Actively seek feedback, clarify unclear points, and use it as a tool for learning and development. Embrace feedback as a valuable resource for progress.

Providing feedback often requires the courage and confidence to deliver it - in a case where the feedback is intended to improve performance, let the person know that you have confidence in their abilities and you believe they are worth the conversation.

Measure feedback impact by assessing changes in behavior, performance, or outcomes. Look for tangible improvements or positive shifts in the areas highlighted in the feedback. Regularly revisit goals and benchmarks to gauge progress over time, ensuring that the feedback has contributed to meaningful positive changes.

Healthy relationships, business and personal, require trust. The foundation trust is built on is communication. Additionally, the proper cadence and tone of communication maintains trust. It's as important to life as oxygen and water. A lack of communication creates uncertainty, confusion, delay, maybe even suspicion. Feedback is one type of communication that contributes to clarity, trust, growth, and continuous improvement.

It really depends on that the feedback is on. The most important thing is to agree together what is the desired impact. Spend time to talk about it, ask questions and allow time for all parties to reflect and share. As Brené Brown says, 'paint me what "done" is'.

Absolutely, feedback is a transformative tool for leadership development and organizational improvement. Surveys, questionnaires, and performance reviews allow for the systematic collection of feedback, measuring various aspects like satisfaction, engagement, motivation, or loyalty. 360-degree feedback provides a comprehensive view from multiple perspectives. Leveraging analytics and dashboards aids in tracking and visualizing data, identifying trends, patterns, and insights. By effectively managing feedback challenges and measuring its impact, you cultivate a feedback culture that promotes continuous learning, trust, and accountability within the organization.

One of the ways to assess impact of feedback is to take key decision on parameter expected to have most impact Jot down expected results fown the period of one year and post completion of one year assess the actual results with expected results. More or less the results will tally.

Why Feedback matters? “Feedback builds accountability and ownership!” Your star players want to know the truth, so they can perform even better. Feedback should be used as a tool for engagement, promotion and encouragement. How do you approach a feedback session? Never delay a conversation as this wouldn’t help. If the team needs to enhance their performance, this should be a collective responsibility and addressed publicly. However, if you have to provide a constructive criticism to a team member, do this in private. This way the person receiving the feedback on a 1:1 won't feel intimidated. Be empathetic, when you engage your team member to discuss a plan to improve their performance.

I have found asking someone for permission to give them feedback has been a very successful strategy. Research indicates that obtaining consent enhances the receptivity of the feedback while fostering a positive feedback loop. Additionally, the process of seeking permission to provide feedback is linked to increased trust and fairness, contributing to a more constructive environment. Research also indicates recipients feel more respected through being involved and more likely to engage in improved behavior. Therefore, the notion that asking for permission is not just a courtesy, it’s a strategic approach to fully engage the recipient as a partner in the improvement process promoting a culture of openness and environment of growth.

We can improve our feedback giving and receiving skills through thoughtful practice. In both personal and professional settings, incorporating the practice of open feedback conversations can be beneficial to both parties. It's important for the giver to ask if the recipient is open to receiving feedback. If they are not open, it's best to not offer it at that time, but rather set up a mutually agreeable time so that both parties are prepared.

Feedback plays a crucial role in enhancing organizational culture and performance management. Regular, constructive feedback promotes a culture of continuous improvement by providing employees with insights into their strengths and areas for development. When feedback is specific and timely, it empowers individuals to make meaningful adjustments, contributing to higher performance levels. In the context of organizational culture, feedback fosters open communication, transparency, and a learning mindset. It establishes a culture where employees feel heard and valued, which can positively impact morale and engagement. Leaders should create a feedback-rich environment that encourages both upward and downward communication.

We often view public praise and recognition as a form of positive feedback. I'm reminded of an individual who explained they did not like being given gold stars in public since it made their team-based relationships awkward being labelled "the teacher's pet." As an alternative, creating peer based feedback opportunities normalizes certain behaviors and strengthens team-based relationships.