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

99% of culture comes down to incentives. It's who we hire, promote, or replace. When I set out to build a culture of feedback, I start by looking at leadership at all levels, focusing on their ability to give and receive feedback. Then, I work with them to ensure that they do the same for their teams throughout the organization. We can say all we want about what we value, but it's only real if we use these values to guide personnel decisions. If we talk about valuing feedback but promote and reward people who can't provide or take it, our teammates will smell the hypocrisy a mile away. Only then do I look at formal values statements, L&D programs, etc.

Based on my experience, I reviewed the values to integrate them into the culture. It is important for company senior managers to be informed and trained about the feedback issue. Employees are also given training on feedback in line with the strategy, appropriate communication environments are provided and they are taught through different practices. This is not a short-term journey; the process of integrating into the culture must be taken step by step and it is necessary to manage this process by involving the employees.

Leaders, stop talking about how wonderful and perfect everything is in your organization and start speaking objectively and even critically when appropriate. Modelling open and honest behaviour will create a safe space and inspire employees to offer constructive feedback.

Addressing a lack of feedback culture within an organization demands a thorough understanding of its root causes. Start by actively listening to employees' concerns, empathizing with their experiences, and acknowledging the impact of the feedback vacuum. It's essential to recognize that resistance may stem from various factors such as fear of reprisal, hierarchical structures, or a lack of awareness about the value of feedback. Foster open dialogue, promote psychological safety, provide education on the benefits of feedback. Through consistent efforts to prioritize transparency, trust, and accountability, organizations can gradually foster an environment where feedback is embraced as a catalyst for growth and improvement.

Initiate open dialogue by seeking feedback and leading by example. Establish formal feedback mechanisms like surveys or regular meetings. Provide training on constructive feedback for employees. Recognize and reward contributions to a feedback-rich environment. Consistently communicate the importance of feedback for organizational growth. Foster a culture of openness and improvement through consistent efforts.

Modeling feedback behavior is pivotal for fostering a feedback-friendly culture within an organization. 1. Lead by example, offering constructive feedback. 2. Promote open communication and honesty. 3. Be open to receiving feedback yourself. 4. Acknowledge and act on feedback received. 5. Integrate feedback into decision-making. 6. Provide feedback regularly, both formally and informally. 7. Offer guidance on giving feedback effectively. These steps create an environment where feedback is valued, leading to continuous improvement and growth.

Para crear una cultura de feedback en la organización recomiendo entregar retroalimentación no sólo en instancias formales, sino también informales. Para que tu retroalimentación sea efectiva, te recomiendo: - Básate en hechos concretos - No critiques, enfócate en puntos de mejora - Nunca des un feedback respecto de la identidad del otro - Escucha e interésate por lo que la otra persona va a decir - Haz consciente los sesgos - Se coherente, transmite credibilidad y confianza - Da las gracias a quien te está escuchando Siempre ten presente que una cultura de feedback promueve una cultura de aprendizaje y redefine las capacidades de autoevaluación y visión de mejora continua de tu equipo de trabajo.

Creating feedback opportunities in an organization that lacks a culture of feedback requires proactive measures to encourage open communication, solicit input, and foster a culture of continuous improvement. Demonstrate openness to feedback by actively seeking input from your team members and responding positively to constructive criticism. Schedule regular one-on-one meetings with team members to discuss their progress, address concerns, and solicit feedback. Provide training to employees and managers on how to give and receive feedback effectively. Encourage a culture of peer feedback where team members provide constructive feedback to each other.

To create feedback opportunities: 1. Schedule regular feedback sessions for open communication. 2. Introduce anonymous channels like surveys or suggestion boxes. 3. Foster peer feedback in a supportive environment. 4. Incorporate feedback into performance evaluations. 5. Organize feedback-focused meetings or workshops. 6. Utilize technology for streamlined feedback processes. 7. Lead by example, actively seeking and valuing feedback. These measures promote a culture of continuous improvement and empowerment within the organization.

At times, I have found my team feeling (or being) standoffish, and rather apathetic towards communicating. As I soon discovered, it was not that they didn't care, it was that they were uncomfortable, and didn't know where the boundaries were. 1) Have (approachable) fireside type chats and set the expectation of communication. 2) Give them a roadmap of how you'd like to see the communication flow. 3) Lead by example, take the first step in sharing and giving feedback. Your best days are ahead, -Blake

To support feedback: 1. Training: Offer workshops for effective feedback skills. 2. Guidelines: Provide clear frameworks for giving constructive feedback. 3. Mentoring: Pair employees with mentors for guidance. 4. Culture: Foster an environment where feedback is valued. 5. Coaching: Provide one-on-one sessions for improvement. 6. Self-reflection: Encourage employees to assess their performance. 7. Recognition: Acknowledge and appreciate participation in feedback efforts. These steps cultivate a culture of open communication and growth within the organization.

Start by modeling the behavior you want to see. Offer constructive feedback to your colleagues and encourage others to do the same. By demonstrating the value of feedback through your actions, you can help create a culture where feedback is normalized and appreciated.

To reinforce a feedback culture: 1. Lead by example: Show openness to feedback and seek it actively. 2. Integrate into processes: Include feedback in evaluations and decision-making. 3. Provide resources: Offer training and tools for effective feedback. 4. Celebrate participation: Recognize and reward those engaged in feedback. 5. Foster dialogue: Encourage open discussions about feedback's value. 6. Seek input: Regularly ask for suggestions to improve feedback systems. 7. Adapt and refine: Continuously adjust processes based on feedback. Consistent reinforcement nurtures a culture of growth and improvement.

Considero que el refuerzo de la cultura de retroalimentación, está en brindarles a los líderes, los principales beneficios que esta práctica trae; es decir, que tengan claridad de para qué sirve dar y tener una buena sesión de retroalimentación. Algunos puntos son: 1. Ayuda a construir confianza y conocer la percepción de los demás 2. Aumenta la conciencia y el autoconocimiento 3. Reduce los puntos ciegos 4. Fomenta una cultura de igualdad en el trabajo 5. Es un proceso de mejora continua

Creating a more comprehensive and effective approach to adapting to feedback changes and fostering a culture of feedback within organizations involves considering several additional factors: 1. Ensure Leadership Support in promoting cultural change and establishing an environment of feedback acceptance and transparency. 2.Feedback mechanisms should be accessible and fair to all employees, irrespective of their background or position in the organization. 3.Celebrate Successes by recognizing instances where feedback has resulted in positive outcomes or improvements. Sharing success stories and examples of feedback contributing to individual or organizational growth reinforces its value and encourages ongoing participation.

Sometimes, a lack of feedback culture in a work environment reflects its managers' aversion to conflict. This problem is a major one, as management must have the soft tools necessary to address conflict and not to fear confrontation. In that case, soft skills coaching is necessary before implementing a feedback process.

There are some organisations, particularly government departments, where you will be completely unable to make changes towards a transparent and open working environment. So, in such cases I always encourage my former colleagues to leave and find a more collaborative team environment. There's no shame in that.