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How do you solicit and incorporate feedback from internal stakeholders and team members in your lean startup?

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Feedback is essential for any startup, especially one that follows the lean methodology of building, measuring, and learning from experiments. However, feedback is not only valuable from your customers, but also from your internal stakeholders and team members. In this article, you will learn how to solicit and incorporate feedback from these sources in your lean startup, and why it matters for your success.

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1 Why feedback matters

Feedback from internal stakeholders and team members can help you validate your assumptions, identify risks, improve your product, and align your vision. By involving them in your feedback loop, you can create a culture of learning, collaboration, and innovation. Feedback can also help you avoid wasting time and resources on features or solutions that are not aligned with your customers' needs or expectations.

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Eric Caba?as

I turn ideas into profitable B2B businesses | Digital Project Manager | 7+ years of experience
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El feedback es crucial para los emprendedores, ya que les permite tomar decisiones más acertadas en situaciones caóticas con información limitada. En muchas ocasiones, las decisiones profesionales se basan en opiniones personales que pueden estar sesgadas, en lugar de basarse en certezas. Este enfoque puede ser un error, ya que nuestras propias creencias pueden distorsionar la situación y llevar a una toma de decisiones deficiente y a soluciones imperfectas. Desarrollar habilidades para realizar entrevistas de validación o buscar certezas puede ser una estrategia que ahorre meses de trabajo a largo plazo.

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Abid Alam

Senior Product Manager | AI Strategy & Innovation | IBM Z & LinuxONE
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Feedback loop is an essential part of learning and development. With my previous and current roles, I have always emphasized that. At large enterprise with mature products, client feedback is a key aspect of our development work. We have regularly scheduled sessions with clients where we review our strategy and roadmap with some of our top consuming clients and that has helped us prioritize what features to ship how to incorporate more innovation into our offerings. One thing to keep in mind however is to take feedback with a grain of salt. Feedback doesn't always accelerate growth/innovation, and in many cases can become a hinderance, especially when there are too many stakeholders with conflicting vision and priorities.

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2 How to solicit feedback

Gathering feedback from internal stakeholders and team members can be done in several ways, such as interviews, surveys, prototypes, and demos. Interviews can be structured or unstructured to ask for opinions, insights, and suggestions. Surveys can be quantitative or qualitative to collect data on specific aspects of the product. Prototypes can range from low-fidelity sketches to high-fidelity interactive models to test assumptions and get feedback on the user experience. Demos can be formal or informal to showcase progress, quality, and impact of the product. All of these methods can help you understand your stakeholders' perspectives and get valuable feedback on your product or solution.

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Patrick Morselli

COO | Founder | Ex-WeWork, Ex-Uber
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One of the interesting ways to solicit feedback is to leave an open "whiteboard": a space where anyone can express feedback at any time. This is helpful because it makes feedback continuous and spontaneous, rather than being restricted by a pre-determined structure. Some companies are doing this through a Slack channel, others are doing so with a specific Trello board. The idea would be to treat every piece of feedback like a ticket that needs to be reviewed and assigned.

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Abby Dawson

Sr. Project Manager
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I've learned over the years that being intentional about asking for feedback and clear about what kind of feedback I need are essential. If you're not starting a project with your feedback plan, you haven't set clear and fair expectations with your stakeholders. They don't know when, why, or in what method they should provide feedback, if any at all. With a start like that, how is success even possible? And helping your stakeholders by being clear on how they should provide feedback is important, too. The value difference between asking, "Do you have any feedback on this?" versus, "What feedback do you have on the length of this?" is enormous.

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3 How to incorporate feedback

Soliciting feedback is only the first step. You also need to incorporate feedback into your decision-making and action-taking processes. To do this, you must analyze the feedback you receive from your stakeholders and team members, validate it for reliability, relevance, and actionability, and finally implement it. Analyzing feedback can be done using tools such as affinity mapping, prioritization matrix, or feedback grid to organize and categorize the feedback. You can also validate the feedback by gathering evidence, testing it with experiments or trials, and seeking external sources like experts or mentors. Finally, when implementing the feedback, you should use methods such as agile development, iterative design, or lean canvas. Additionally, it is important to communicate and document the changes or improvements you make based on the feedback and measure their impact on product performance or customer satisfaction.

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4 How to foster feedback culture

Fostering a feedback culture in your lean startup is essential for continuous improvement. To do this, you need to set clear expectations for stakeholders and team members about the purpose, scope, and frequency of feedback. Additionally, ask open-ended, specific, and constructive questions to solicit feedback and listen actively and respectfully to their answers. Likewise, you should give feedback that is timely, honest, positive, actionable, specific, and measurable. This will help ensure that feedback is encouraged, valued, and acted upon in your organization.

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Brandon Cestrone

Just a guy who loves Customer Success and L&D | Co-founder of CS Insider & EDU Fellowship
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Imagine a professional environment where everyone feels comfortable taking risks and being themselves - this is psychological safety. Leaders can build this by owning their mistakes and promoting curiosity. Feedback should always be about the idea or action, not the person behind it. As soon as we begin to see feedback for what it is - a tool for growth - it becomes much easier to accept it without feeling attacked. Remember, while your team's input is vital, the ultimate feedback comes from the users of your product or service. Balancing internal feedback with customer insights and data is key to truly understanding the value of what you're building.

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5 How to overcome feedback challenges

Feedback is not always easy or pleasant to solicit or incorporate, and you may face some challenges or barriers that hinder the process. Common issues include resistance from stakeholders or team members who may have different agendas, interests, or perspectives that clash with yours. Noise from stakeholders or team members who give feedback that is irrelevant, inaccurate, or inconsistent is another issue. Additionally, overload from stakeholders or team members who give feedback that is overwhelming, conflicting, or contradictory can be a problem. To address these issues, you need to build trust and rapport with stakeholders and team members, filter out noise by validating and verifying the feedback received, prioritize and synthesize feedback to manage overload, and focus on the most important and actionable feedback.

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Patrick Morselli

COO | Founder | Ex-WeWork, Ex-Uber
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A way to prioritize feedback is to allow teams to upvote or downvote other members' feedback. This helps to filter noise as well as to focus on the most relevant points.

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Paul Anthony Claxton

AI Venture Capitalist | Writer & Speaker on AI & Venture Capital | San Diego Business Journal 40 under 40 | U.S. Marine Veteran
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My thinking is that feedback fuels positive change, growth and innovation! ?? Embrace it as an opportunity to learn and evolve, personally/professionally. Don't dismiss feedback based on what you think is irrelevant or inconsistent; instead, seek to understand. Others' perspectives may surprise you! Even clashing feedback can spark amazing breakthroughs. ?? Your organization's mission remains constant, but feedback envelopes it for alternative perspectives and better outcomes. ?? Embrace all feedback to unlock success. Remember, healthy disagreement is necessary for innovation. ?? Join the feedback revolution! ?? Let's drive change and inspire innovation to unleash our full potential! ???? #BreakthroughsWithFeedback

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6 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?

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How do you solicit and incorporate feedback from internal stakeholders and team members in your lean startup?

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1 Why feedback matters

2 How to solicit feedback

3 How to incorporate feedback

4 How to foster feedback culture

5 How to overcome feedback challenges

6 Here’s what else to consider

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