Your team’s feedback culture is not improving. How can you turn things around?

I would not waste a lot of time trying to assess root causes. People don’t share their ideas when it isn’t safe to do so. There’s your root cause! Make it safe for people to speak up, and they will. People at work love to speak up, and God bless them for it. They will not speak up if they are likely to get in trouble for speaking the truth. As a manager, your number one job is to build trust on the team. If there is not sufficient trust for people to share their ideas, there is no point in working on any other issue. How do you build trust on the team? Take care of the things they need, from time off requests to tools to guidance. Advocate for them. Be their champion. They need a champion more than they need you to coach them.

Stuck in a feedback loop rut? First, diagnose the problem! Run anonymous surveys or open forums to understand how your team feels about giving and receiving feedback. Is it infrequent, unhelpful, or scary? Then, dissect your current methods. Are one-on-ones or reviews underutilized? Are expectations clear? Look for roadblocks - limited feedback opportunities, or lack of training? This detective work helps you fix the core issues. Is it fear, unclear goals, or a lack of practice? Target those! Start small with anonymous praise or focus on actionable improvement suggestions. By understanding your team's feedback woes, you can build a culture where everyone thrives on constructive criticism.

Realization: As co-founder & CEO of Decipher, I noticed our feedback culture was stifling growth. Action: Implemented a weekly anonymous survey and direct discussions to identify fears and misunderstandings around feedback. Result: Uncovered barriers led to a revamped, transparent feedback system, fostering open communication and driving our firm to surpass growth targets, reinforcing the value of understanding and acting on internal feedback dynamics. We did this every week for years and then mapped major changes like changes to benefits or new C level hires so that we could understand the impact of these to our culture.

Durante los a?os que compartí con equipos de alto desempe?o, la retroalimentación era un recurso demasiado poderoso, es quizás el momento individual o grupal en el que podemos darle un giro a situaciones que no se alineen con lo que se ha propuesto o se busca. Si esto está fallando actualmente, no hay que perder tiempo, retomarlo de una y definir "las reglas" para el proceso de retroalimentación. En primer lugar, nada es personal, todo es orientado al negocio. En segundo lugar, se debe actuar con candidez y apertura, decir las cosas en el momento adecuado y recibirlas de manera positiva. Aclarar cuando sea necesario cualquier punto o tema recibido y finalmente, comprometerse a actuar acorde a la retroalimentación recibida.

Understanding your team's current feedback practices is crucial for leadership development and supercharging leadership skills. As an executive performance coach, I've seen firsthand how a robust feedback culture can revitalize workplaces and alleviate overwhelm, frustration, and discouragement. By assessing feedback frequency, delivery, reception, and action, leaders can identify barriers and create a strategic plan to foster a culture of trust and continuous improvement. This initial assessment is a vital step in addressing retention issues and improving overall team engagement, which are key to maintaining competitiveness in today's dynamic market.

Keep it simple... Strategy: Recognized the need for clearer feedback guidelines within our rapidly expanding firm. Implementation: Collaborated with the team to establish clear, mutually agreed-upon feedback norms. Impact: This structured approach led to enhanced communication, resolving misunderstandings and fueling our firm's growth, demonstrating the power of shared expectations in driving organizational success.

Set clear expectations and goals by aligning them with individual roles, skills, and career aspirations. Provide detailed guidelines, feedback mechanisms, and opportunities for growth. Tailor communication styles and resources to meet the needs of each level, fostering accountability and engagement.

Furthermore, cultivating an environment of psychological safety is paramount for nurturing an effective feedback culture. Encourage open dialogue and reassure team members that their input is valued and won't result in adverse consequences. Emphasise the significance of constructive feedback in personal and professional development, promoting a culture where errors are viewed as learning opportunities rather than failures. By fostering a secure and supportive atmosphere, you empower your team to freely exchange feedback and contribute to a culture of continuous improvement and growth.

Continuous feedback culture manages expectations and sets SMART goals. It identifies and corrects issues timely, preventing team burnout and fostering discipline. Benefits include: ? Constant communication between leaders and teams. ? Early dissatisfaction resolution. ? Goal alignment via discussion. ? Recognition boosts motivation. ? Focus on critical objectives strengthens cohesion. ?? Feedback should be unbiased, timely, strength-focused, and solution-oriented. ?? Active listening, specific inquiries, objective consideration, and gratitude are crucial in receiving feedback. This approach nurtures a supportive, growth-centric environment.

It's important that feedback culture involves fostering an environment where feedback is valued, constructive, and regularly exchanged. Creating a culture where giving and receiving feedback is welcomed and seen as an opportunity for growth rather than criticism will encourage open communication. Creating a safe environment ensures that feedback conversations take place in a safe and respectful environment, where employees feel comfortable sharing their thoughts and opinions without fear of reprisal.

One feedback tool I love and swear by is called 'Ask Forward'. First you ask: 1. What went well? What are you proud of?, Then you ask, 2. What could you have done better? What would you improve upon next time. I love that this starts with self reflection - often the individual has a sense of what feedback they should get and this question line allows them to reflect on it first. This then provides a more open and vulnerable space for the manager / mentor to share what they observed as well and give honest feedback that the individual will be more receptive to.

Según mi experiencia, no solo hay que convocar a reuniones de equipo cuando las cosas salen mal, sino también cuando las cosas salen bien. Esta es la manera de recoger el fruto de los logros, que a veces queda inadvertido. De esta forma transformamos la experiencia en conocimiento, al hablar entre todos sobre lo que nos sale bien. ?qué esperábamos?, ?qué pasó? y ?Qué aprendimos?.

Investing in feedback tools and training has been a game-changer for our high-growth companies. Utilizing frameworks like SBI enhances clarity in our feedback process. By offering workshops and coaching, we empower our team with skills in active listening, constructive questioning, and appreciation expression, building a robust feedback culture crucial for our sustained success. Initiative: Introduced the SBI feedback framework and feedback workshops. Development: Team members honed their feedback skills, embracing open-ended questions and active listening. Transformation: This strategic move significantly improved our feedback quality, fostering a supportive environment that contributed to our firm's continued exponential growth.

It might be a good idea to start with anonymous feedback to build a habit of sharing team's thoughts. Anonymous feedback always plays a crucial role in fostering a culture of openness and transparency within teams. By providing a platform where individuals can express their thoughts, opinions, and concerns without fear of reprisal, anonymous feedback encourages honest communication. Anonymous feedback promotes a healthier and more inclusive work environment, where everyone feels heard and valued, contributing to enhanced collaboration and organizational success.

Always lead from the front. All great leaders, historical and current, have led from the front, exhibiting the behaviors, and displaying the attitudes needed to successfully succeed. By providing the example and demonstrate the behaviors and attitudes that you expect from your team will reinforce the actions in your team. You must also give frequent, specific, and balanced feedback to your team members, and also request feedback from them and others. This process is two way and again, demonstrates leadership from the front.

In fostering a robust feedback culture, leaders must embody the change they wish to see. By providing constructive feedback, leaders not only supercharge their team's leadership skills but also lay the groundwork for a resilient, adaptable workplace. This approach aligns with executive performance coaching, where the focus is on revitalizing workplaces and easing the burden of managerial challenges. By acting on feedback, leaders demonstrate commitment to continuous improvement, a cornerstone of organizational leadership development, and a strategy to combat disengagement and turnover.

Absolutely, in my opinion: letting employees share their feedback by giving them the option formally or informally, in order for the feedback to serve its purpose, leaders must listen/take action as much as they share. When leaders don’t provide regular feedback, employees have no idea what they’re doing well or what they should improve on. Research by Rich lyon (2017) shows that employees want feedback: 82% of employees appreciate both positive and negative feedback, and they’re more likely to be engaged when they regularly hear it. Practicing feedback lead to see better employee performance!

I completely agree. Leading by example is vital in shaping our team's feedback culture. I'm committed to providing regular, specific, and balanced feedback while actively seeking diverse perspectives. Openness and acting on feedback are crucial to building trust and driving continuous improvement. The time zone and cultural considerations are crucial. Alongside our "open door" policy, exploring asynchronous methods like written feedback or time-zone-sensitive sessions could be valuable. By taking a multi-faceted approach and iterating on our practices, we can foster a truly inclusive and empowering global feedback loop, key to our high-growth function's success

"Leadership is not about being in charge. It's about taking care of those in your charge." - Simon Sinek. Leading by example means embodying this principle, demonstrating care, empathy, and accountability in your actions, inspiring others to do the same.

Recognizing and acting on feedback is vital for nurturing a culture of improvement and empowerment within teams. When feedback is acknowledged and addressed promptly, it validates team members' voices, boosting morale and engagement. Taking action on raised issues improves processes, fosters collaboration, and demonstrates leadership's commitment to creating a supportive environment.

No todo reconocimiento a través de objetos es lo que espera la persona. No todo reconocimiento debe ser 'transaccional' (te doy porque me das), sino que el buen lider, desarrolla en el mismo gesto de agradecer, resaltar el bien y empoderar, la recompensa y el 'flow' que impulsa al colaborador

Incorporating recognition and rewards into feedback processes aligns with leadership development by reinforcing positive behaviors and outcomes. This strategy not only supercharges leadership skills but also revitalizes workplaces by creating an environment where feedback is valued. By easing the overwhelm and frustration associated with giving and receiving feedback, organizations can foster a culture of continuous improvement and engagement, mitigating high turnover rates and the associated costs. Recognizing feedback efforts can serve as a powerful tool in an executive coach's arsenal to help HR professionals develop robust feedback systems that contribute to organizational leadership development.

"Cultivate Resilience and Adaptability by Recognizing Wins and Losses, Success and Failure!" A head of insight, a thought leader, or a good team mate, must be resilient and adaptable, able to navigate the uncertainties of the market and the complexities of consumer behavior. Your journey through failures and the process of reimagining yourself in their wake is a testament to these qualities. It demonstrates your ability to withstand setbacks, learn from them, and emerge ready to tackle new challenges. This resilience is contagious, inspiring your team to embrace their own failures as opportunities for growth and innovation.

To foster active and effective participation through recognition and rewards, it's vital to: ? Establish a safe, open environment. ? Encourage a mindset of continuous improvement. ? Implement two-way feedback channels. ? Recognize and reward active involvement. There are countless ways to do this, including thank-you cards, small gifts, bonuses, days off, chances for professional growth, and public praise. ?? The key is that these actions must be valuable to the individual. Companies must personalize these gestures as much as possible, making each team member feel uniquely appreciated.

Los comentarios pueden ser explicitos o tácitos. Recoger los comentarios y expectativas no solo en los documentos y en las practicas, sino en los gestos, dichos al pasar y en la corporalidad de las personas del equipo. En síntesis, escuchando en el día a día de manera amplia.

Regularly review feedback, focusing on key metrics and trends. Use surveys, performance evaluations, and one-on-one discussions to gather insights. Implement changes based on feedback to drive improvement and foster a culture of continuous growth.

If you want to receive feedback from folks that work for you, they have to trust you. For them to trust you, they need to know you, and they need to know that you know them. The first step in creating an environment of psychological safety, is to meet regularly (weekly) one-on-one with each of your associates for 20 to 30 minutes. There are no short-cuts to putting in this one-on-one time if you want to create trust. If you haven't established trust, you are only going to get feedback from a small fraction of your team.

I strongly value the opportunity for 360-degree feedback, specifically the input from my direct reports. Their insights offer invaluable perspectives on my leadership style and areas for improvement. This feedback provides a crucial window into how my actions and decisions impact the team, allowing me to refine my approach and become a more effective leader. Open and honest feedback is essential for growth, and creating a safe space for my team to share their perspectives is paramount. The 360-degree process fosters a culture of trust and transparency, where everyone feels empowered to contribute to the collective success of the team

In my experience, one of the ways by which I have improved our feedback culture is through the creation of an environment of psychological safety where employees can freely express their thoughts without any apprehension. I also encourage open conversations, promptly deal with issues, and cultivate a mindset focused on growth. Establishing a feedback loop for ongoing enhancement, engaging employees in decision-making processes, and providing various avenues for feedback. Prioritizing constructive feedback and recognizing efforts to inspire active participation is another way. It is crucial to consistently stress the value of feedback and acknowledge achievements to bolster a culture centered on continuous feedback and development.