Here's how you can skillfully gather feedback from your team members.

To effectively gather feedback from your team, create a comfortable environment where openness is encouraged. Use varied methods like anonymous surveys for candid responses and regular one-on-ones for more personal insights. Always clarify that feedback is for growth and improvement. Lastly, show appreciation for their input—it's crucial for fostering a culture of trust and continuous improvement. Personally, I always make a point to act on the feedback, demonstrating its value to my team and encouraging ongoing communication.

To gather feedback from your team members effectively, you must create a safe environment where everyone feels comfortable sharing their thoughts. Once this foundation is established, encourage open communication by leading by example. Provide feedback regularly to demonstrate its value and encourage reciprocity within the team. By fostering a culture of trust and transparency, you will empower your team to freely express their feedback, ultimately enhancing collaboration and performance.

While fostering an open environment for feedback is crucial, it's equally important to manage it efficiently to avoid disruptions. Take the example of AK from my team of the past, who, given the freedom to provide feedback, often extended discussions excessively, frustrating his colleagues. You can not undermine the need for a balanced approach—setting specific times for feedback sessions and guidelines on conciseness can help maintain productivity and team harmony. Encouraging written feedback can also preclude lengthy verbal sessions, ensuring all voices are heard without monopolizing team time. Balancing openness with structure is key to effective and respectful communication.

Reflect on why you would like feedback. Once you know why, you can communicate that to your team members. Here's an example: I believe my leadership skills are directly linked to the quality and quantity of feedback I receive from the people I lead. I tell me direct reports that if they don't give me feedback, I'll plateau as a leader and that'll negatively impact their growth as well.

Establishing psychological safety within your team is essential for skillfully gathering feedback. By creating an environment where team members feel comfortable expressing their thoughts and opinions without fear of judgment, you encourage open communication. Actively listen to their perspectives, valuing both positive contributions and constructive criticism. This approach not only enhances decision-making skills but also fosters a culture of continuous improvement. Embracing feedback is the key to strengthening team cohesion, boosting morale, and promoting a sense of ownership among team members. This, in turn, drives organizational success.

I used the method suggested by Matt Mochary (CEO coach) Step 1: Ask - prior to a check-in, add a topic in check-in doc for team member to provide me with feedback on how I could be a better leader (sometimes this is too broad and I need to make the request more specific, but this usually works). By asking in advance, I give others a chance to think whereas asking during a call "do you have any feedback" often leads to someone not being able to think of something on the spot. I'm also able to mentally prepare myself to hear whatever comes me way.

Step 2: Acknowledge - during the check-in, listen to the feedback and replay what I heard back to them. That way, you can show you were listening and they can clarify anything you misinterpreted.

Step 3: Appreciate - thank them for the feedback. Step 4: Accept - prioritize one piece of feedback given. The reality is that it's difficult to focus on multiple areas (especially if you have feedback from multiple staff members).

Act - find one way to demonstrate an improvement based on the feedback. You can even schedule a follow up 1-4 weeks out with the staff member who gave you feedback to assess your progress. I've found that this forces you to be accountable and shows your team member that you're serious about this instead of just making them think you're having this as a one time conversation with no actual results.

Feedback needs to be part of your culture, not a hoop that you jump through once-a-quarter or once-a-year. Continuous feedback is most effective when it’s supported by your company values and practiced by everyone. Leaders can encourage others by providing thoughtful feedback regularly AND soliciting feedback often. To develop this behavior in an environment that lacks it, consider ongoing training company-wide.

To skillfully collect feedback from your team, create an atmosphere of trust and openness where they feel comfortable sharing. Offer various feedback channels like one-on-one discussions or anonymous surveys, and ask open-ended questions to prompt detailed responses. Listen actively without judgment and appreciate all contributions, regardless of positivity or negativity. Specify the areas for feedback and follow up with action based on the input received. Establishing a feedback loop ensures team members see the impact of their input, encouraging ongoing participation in the process. #ahmedalaali11

Make feedback part of your culture. End meetings with a one keep and one improve. Review projects upon completion looking for positives and improvements. Have regular 1:1 to discuss positives and improvement areas.

Pour optimiser la collecte de retours dans votre équipe, instaurez un espace où la confiance et l'ouverture sont prioritaires. Offrez diverses options pour le feedback, telles que des entretiens directs ou des sondages anonymes, et encouragez des réponses riches avec des questions ouvertes. Soyez à l'écoute sans juger, en valorisant chaque commentaire, qu'il soit positif ou négatif. Déterminez les domaines précis où vous cherchez des avis et mettez en place des actions basées sur ces retours. Un système de feedback efficace montre à l'équipe l'importance de leur contribution, renfor?ant ainsi leur engagement.