What are the best ways to encourage peers to give feedback?

Back in my Force Recon days, we used to hold after action reviews where everyone could voice their opinion without retribution regardless of their rank. It was part of our culture and something everyone completed after every training evolution or combat operation. I didn't start this tradition but I saw first hand how it made our organization better. There may be ways that you can institute such a program in your workplace.

Very early in my career in the military I was exposed to regular informal chats with my immediate superior. The topics were of a wide range. With time me and my colleagues developed the trust to convey our frank opinion on professional matters with our superior who took it in true professional spirit. The outcome made our units and sub units all the more efficient in achieving our missions. This is a trait I practice to date and has stood the test of time both in the military and corporates.

Often I go to meetings where a know it all talking head routinely destroys collaboration. To combat this I try to use the "volleyball set" technique. It is done by setting a colleague with an "in" to a particular topic and showing their expertise. Setting: During emergency response planning, we'd often have folks who loved to hear themselves. Using active listening, I would look for opportunities to "set" my colleagues. Example: "Good points, mr droner, our Safety Manager of 30 years may have valuable insight. Mr Safety what would you say are the merits of this plan? Any suggestions for improvement? Process: The "set" is a respectful request, intro, credentials, and improvements not attacks on the plan or the person.

Everyone needs to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone should be able to live with purpose, clarity, and passion.

Ok Set the example, lead from the front. Debrief what you are searching for in your own work, and use examples of where you got it right and where your performance could have been improved. This encourages others to do the same.

Each member of the team and their opinion is crucial to mission success. Having your team members know that they can give their input at any time, not just during crucial phases, is a way to respect their opinion and they're experience. Collaboration is key in everything we do in aviation.

One thing I’ve found helpful is don't fear judgment in feedback. Be open, listen, respect different views, and say thanks. Avoid defensiveness; create a culture of open communication and growth.

Being open and respectful during feedback sessions is extremely important but if there is no trust built up over time, then it does not matter because you will not receive the feedback you need. Building trust often takes hundreds of interactions, while losing it can take only one.

Being open is crucial to allow others to be heard and feel like their perspective matters. Set your ego and emotions aside and recognize you can still learn, even if it's from a new person. Everyone has something to contribute. Welcoming new input and and having a discussion about it will bring everyone together as a team.

Don’t fire back with excuses or justifications. Listen and hear. Take on what was said and make adjustments as deemed necessary.

If your feedback sounds like blame or is solely opinion based, it will be unproductive, and will have the opposite effect of what you are trying to achieve. Stay away for solving someone else's problems, instead focus on building their toolbox to do it themselves.

Lead by example. Provide constructive and respectful feedback to your peers. This not only shows them the value of feedback but also how it can be effectively and considerately delivered.

Encouraging feedback among peers is a reciprocal process. Leading by example, provide timely, relevant, and specific feedback that is actionable. Striking a balance between positive and constructive points is essential. It’s important to base feedback on objective facts and observed impacts, rather than personal preferences or biases. Refrain from offering unsolicited advice. Focusing on areas of improvement while acknowledging strengths fosters a constructive environment, motivating peers to engage in this beneficial exchange.

Certainly! Providing effective feedback is crucial for personal and professional growth. Providing feedback is an ongoing process, and it's important to check in regularly to gauge progress and offer ongoing support. When done effectively, feedback can be a powerful tool for personal and professional development.

Feedback must be actionable to be effective. Show appreciation for your peers’ insights by thoroughly reviewing and integrating their suggestions into your work. Regularly update them on the progress and outcomes of the changes you’ve made. This not only demonstrates your commitment to improvement but also values their input. Seeking further feedback as you progress fosters a continuous cycle of development and mutual learning. Such an approach reinforces a collaborative and growth-oriented work culture, underscoring the significance of each team member’s contribution.

After a "job" feed back should be provided to ensure you have your actionable points both positive and negative. If something worked well it can be implemented and if if not, it can be changed for next time. This streamlines working methods to provide "best practice ".

In the military, feedback isn't worth much unless you act on it. To prove you value your comrades' input, dive into it, dissect it, and integrate it into your efforts. Keep your peers in the loop about the strides you've made and the outcomes. If necessary, seek more feedback. This shows your commitment to refining your work, learning from your team, and acknowledging their input.

Demonstrate that the feedback is valued by acting on it. Follow up on the suggestions and improvements made. This shows that the feedback is taken seriously and is not just a formality.

Following up and acting on feedback is a critical part of the feedback process. Whether you're on the giving or receiving end of feedback, taking action based on the feedback received is essential for personal and professional growth. By actively following up and acting on feedback, you demonstrate your commitment to growth and improvement, and you maximize the value of the feedback you receive.

In my opinion the organization’s climate and culture sets this stage. It will dictate how and if feedback opportunities are valued and used within an organization. These are very important because these opportunities create an environment of transparency and trust, which leads to an organization that is innovative and adaptable. So I think the organizational climate and culture is where establishing effective feedback mechanisms starts.

People forget that receiving and giving feedback is absolutely critical in a peer network. Sometimes a simple ask will allow appear to open up and explain to your challenges they’re having or areas that they feel that they are succeeding in to allow you to develop yourself in a way that may not be normal in your setting.

Regularly create structured opportunities for feedback, like meetings or anonymous surveys. This makes giving feedback a standard part of the routine, rather than an exceptional or daunting task.

First you need to foster an environment where peers feel their opinions are welcomed and not judged. This caters an openness for free ideas and feedback to manifest from. Though a feedback session should be wide open for many different diverse ideas, it should surround only the topics focused that are needed for the feedback.

Build trust first. If your peers have confidence in you, then honesty comes a lot easier. It is not an overnight solution. Building trust takes time and you can show by following through with your works and encourage your peers to do the same.

Encouraging feedback from peers in public administration planning is important for better teamwork. Be Positive: Make it clear that feedback is about making things better. Show the Way: Lead by example and be open to receiving feedback yourself. Easy Feedback Channels: Create simple ways for people to share their thoughts, like regular meetings etc.. Share Success Stories: Talk about times when feedback led to improvements. Learn How to Give Feedback: Teach everyone how to give helpful feedback. Say Thanks: Recognize and appreciate people who give good feedback. Learn from the Past: Look back at old feedback to see how it helped in making plans better. Celebrate Progress: Highlight positive changes that happened because of feedback.

If feedback is a gift (as most people say) we should treat it as such. When we receive feedback (particularly critical or constructive feedback) and we argue or make excuses, we aren’t receiving it as a gift at all. Instead, try receiving it with grace, thanking the person for for their input. Next, reflect on the feedback with courage. Ask yourself “what did I do to give them this impression?” Note that isn’t the same as asking “why do they think that?” You own the fault and the response. Next, respond with purpose. Tell the person what you will do differently going forward. Grace, courage, purpose.

Empathy. People open up only if they think the other person will understand their perspective. Learn to see things from each and everyones perspective and demonstrate that by active listening and analysing the issue.