Here's how you can foster a feedback culture in your team or organization.

1 Be transparent in own action and communication 2 Keep team inform about updates, changes and developments in organization, minimize uncertainty 3 Always focus on open dialogue and discussion both in formal and informal setting 4 Build trust among team members by demonstrating transparency and integrity in action and decisions 5 Address concerns or issue raised by team members promptly 6 Set up formal channel for collecting feedback, provide multiple avenue for team member to express their thoughts, opinions and concerns 7 Look into feedback as opportunity to grow 8 Articulate org value that prioritize transparency, honesty and open communication

I believe it all starts with modeling. If leaders do not ask for regular feedback (and model how to receive it), how can we expect others to do so? Culture is created in the day-to-day interactions, so model what you hope to see on a larger scale.

The first and foremost thing to learn is that feedback need not be confrontational, and that feedback is both ways. Feedback also need not always be negative. When feedback is used as a positive reinforcement tool, that's when the feedback culture will lose its antagonistic character. Transparency, communication, regular updates set up a good backdrop for a feedback culture.

To foster a resilient team culture, emphasizing a feedback culture is essential. For example, in your role at Zeqon Luxury In Land, creating an environment where employees feel safe to share and receive insights can propel growth. This approach not only enhances transparency but also strengthens the team's resilience by making feedback a routine part of operations, similar to the strategies mentioned in the LinkedIn post by Resolu??o de conflitos.

- in my experience following are the factors needed for healthy feedback Communication Regular interactions Detailed information Root cause of obstacles Preventive measures Share lesson learning Post-mortem

Fostering a feedback culture in an organization requires a multi-faceted approach that emphasizes communication, transparency, trust, and a willingness to learn and improve. Leaders should actively seek and receive feedback themselves, demonstrating that feedback is valued and important for growth

Build a culture where giving and receiving feedback is normalized and seen as an essential part of personal and professional growth. Help team members understand that feedback is constructive and not meant as personal criticism.

Fostering a feedback culture in your team or organization is essential for growth and development. Provide regular feedback: Make feedback a regular part of your team's interactions, not just during performance reviews. Offer both positive reinforcement for accomplishments and constructive feedback for areas of improvement.

This ties into my stance regarding transparency. Feedback is one of the most valuable tools an organization can receive. When the channels of communication are open between two or more entities groundbreaking solutions can be achieved. People being provided the platform to share their thoughts and the opportunity to be heard is an important part of relationship building that brings forth loyalty and respect for what each contributor brings to the table. Allowing your staff to give honest feedback fosters growth, connectivity, and a mutual respect as professionals.

Transformar o ambiente de trabalho come?a pela normaliza??o do feedback. é t?o essencial quanto qualquer outra tarefa diária. Integrá-lo em reuni?es regulares e avalia??es de desempenho o torna uma prática padr?o, n?o um evento especial. Com sess?es de treinamento focadas em técnicas eficazes, destacamos que fornecer feedback é uma habilidade a ser desenvolvida. Normalizar essa prática n?o apenas reduz a ansiedade associada a ela, mas também refor?a seu papel crucial no desenvolvimento profissional. Vamos juntos fazer do feedback uma parte natural e valiosa de nossa cultura empresarial!

Provide training on how to give and receive feedback effectively. Teach active listening skills, empathy, and constructive communication techniques and practice. By implementing continuous learning strategies, you can create a culture where feedback is valued, sought after, and used to drive continuous improvement and success. ??

Training is the key; how you lay the foundation dictates how strong the building is. Providing the proper training and exposure can be instrumental in building a strong team and retaining them. Lack of retention is one of the main reasons organizations suffer. When staff does not feel invested in, they do not feel obligated to. In other words, if you make them feel confident and knowledgeable, they will more than likely feel motivated to perform well and support you. Organizations many times get so focused on filling a position they forget that it’s a person filling it. This person, like a seed needs to be watered, fed, provided the right energy and environment to grow, and it is up to us as leaders to make it so.

Offer training and resources on effective feedback techniques, active listening, and communication skills. This will equip team members with the necessary tools to provide feedback in a constructive and respectful manner.

Preparar a equipe para dar e receber feedback é uma pe?a-chave no quebra-cabe?a do sucesso organizacional. Feedback construtivo, específico e acionável é o combustível que impulsiona o crescimento individual e coletivo. Investir em treinamentos adaptados, seja através de dramatiza??es, workshops ou cursos online, capacita os colaboradores com as habilidades necessárias para uma comunica??o eficaz. Essa abordagem n?o só reduz possíveis conflitos e mal-entendidos, mas também transforma o feedback em uma poderosa ferramenta de desenvolvimento. Vamos construir uma cultura onde o feedback seja uma via de m?o dupla para o progresso e excelência!

Fostering a feedback culture in your team or organization involves creating an environment where feedback is encouraged, valued, and acted upon constructively. Start by leading by example, actively seeking feedback from others and being open to receiving it yourself. Establish clear channels and processes for giving and receiving feedback, whether through regular check-ins, anonymous surveys, or dedicated feedback sessions. Provide training and guidance on how to give and receive feedback effectively, emphasizing the importance of specific, actionable, and respectful communication. Recognize and celebrate instances where feedback leads to positive outcomes or improvements. And finally, integrate feedback loops into decision-making processes

Fostering a feedback culture in a team or organization involves steps: 1.Provide regular opportunities for feedback: Schedule regular check-ins, one-on-one meetings, or team discussions. 2. Encourage constructive feedback: Emphasize the importance of providing feedback that is specific, actionable, and focused on improvement rather than criticism. 3.Recognize and reward feedback: Acknowledge and appreciate individuals who provide helpful feedback, and celebrate instances where feedback leads to positive outcomes or improvements. 4.Follow up on feedback: Demonstrate that feedback is taken seriously by following up on suggestions or concerns raised and taking appropriate action where necessary.

Foster open dialogue by scheduling regular check-ins or dedicated feedback sessions. Empower team members to openly share their thoughts, ideas, and concerns without fear of retribution

I totally agree! We have to remember in the work environment, we’re not leading children. We are leading adults. And adults feel comfortable being able to discuss their concerns and their desires as it relates to their career. dictatorship means to turn over because employees do not feel they have a voice.

Educate your team members on the difference between dialogue, debate and discussion! It can be incredibly effective to find the differences in these models of communication in order to implement dialogic principles in your team. For example, in dialogue we acknowledge that everyone has something they can add from their own experience and we focus on listening to understand more than being understood. Establishing this understanding can encourage team members to share feedback more often and more authentically.

In my organization, we recently had a team bonding session where we had people interact randomly for 3 minutes on what they appreciated about the other person's work ethics and mention any possible area of improvement. At the end of the session, each person met 3 people and learnt something they did not observe in themselves from the eyes of another who would not have had the opportunity to walk up to them to have discussed this. Dialogue amongst team members is truly key as the feedback afterwards helped improve relationships and better understanding of people without assumptions.

Feedback culture can be enhanced if staff are engaged and contribute to decision making. This allows them to own the initiatives and they will feel the need to provide feedback because they feel part of the team.

It’s particularly helpful to ask team members how they like to be recognized. For example, some may love a public shoutout of their contributions but others may prefer a private thank you. Understanding their individual preferences is a great way you can utilize gathering feedback to best meet your team’s needs and still give them the recognition they deserve.

Celebrate and acknowledge individuals who provide valuable feedback or actively participate in the feedback process. This recognition can inspire others to engage and continuously contribute to a feedback culture.

Implement feedback systems or platforms to capture and track conversations, suggestions, or ideas. This can provide transparency and accountability, ensuring that feedback is actioned and outcomes are recorded.

One of the best ways to foster this culture is for the leader to role model it. Request specific feedback from staff, so they can see how to ask for constructive feedback and then demonstrate listening to understand, ask open ended questions if you do not understand what they are providing, and allow them to see you make changes that reflects you heard their feedback. And if it is feedback you cannot implement, explain your reasoning, but always thanking them for providing their input.

Organisations can invest in providing psychological support resources such as coaching, mentorship, and training programs aimed at enhancing communication skills for their employees. This will empower the employees to engage in constructive dialogue, navigate difficult conversations, and ultimately, encourage a culture of continuous learning. When employees feel supported and psychologically safe, they are more likely to embrace feedback as an opportunity for growth rather than a source of stress.

The success of your team members reflects on you and support the organization. It is a win-win. Enable it, use it while still making and taking decision. REceiving and taking feedbacks does not mean there all adapted or suitable. Leadership should know depending of the situation and factors.

Fostering open feedback at PIDA is essential. Here's my approach: Normalize Feedback: Integrate it into our workflow with regular check-ins and project reviews. Constructive and Actionable: Focus on specific, improvement-oriented feedback. Emphasize solutions for better reception. Leadership Leads the Way: I actively seek feedback. This demonstrates vulnerability, builds trust, and encourages open communication. Variety of Channels: Provide options for in-person, written, or anonymous feedback. Act on Feedback: Acknowledge positive outcomes from feedback and address concerns with clear actions. Building a feedback culture is an ongoing process. We're committed to continuous improvement in our work and our team dynamics!