What do you do if your team's feedback is critical and you're an Engineering Manager?

Shut up, listen, and hear what's being said. Ask only questions to clarify understanding, making that the goal. Restate feedback in your own words. Acknowledge input with sincere gratitude, then go to work engaging the team to implement feedback. Direct all credit for success to the team. Repeat.

In my experience, things I found helpful were listening very carefully to my team, getting and giving constructive feedback, and critique not criticism to build a healthy team environment. The more the open and transparent communication, the more interactive Ness and more the productivity of work and allied. Learning and growing from my team and as a team was integral part of success stories of the projects and teams involved. Empathy, acknowledgement and appreciation goes a long way. Team feedback is very critical for all above. Learning from other person's mistakes and feedback, also take one a long way and in less time in my opinion. Brace and steer yourself for the critical team feedback!

As an engineering manager, accepting and acknowledging feedback can significantly benefit your professional growth. It may not be easy initially, but building trust and relationships with your team can strengthen this process. One helpful approach is to send anonymous feedback forms to your team to encourage honest and open feedback. Your team is a critical stakeholder, and their input is essential to leading them in the right direction. Embracing feedback can help you become a better leader and steer your team towards success.

In my experience, its rare to get critical feedback as an Engineering Manager from your team. So, if you get one, its kind of a win for you because your team trusts you and is confident that you will consider it as opportunity to improve. First step would be to listen with open mind without interrupting, take notes, seek more deeper understanding with follow up questions. Acknowledge the feedback and appreciate your team’s honesty. Then take your own time to reflect, come up with an action plan to address team’s concerns via continuous improvement.

I find that receiving critical feedback from team members is essential to personal growth and development. It took me a long time to learn to appreciate critical feedback and turn it into something positive. Strive for an open and transparent team culture to encourage critical feedback on a continuous basis. Waiting for an annually scheduled feedback session is not a good approach.

To clarify and understand the feedback received, it's vital to engage in a dialogue that seeks to thoroughly explore the feedback's context. This involves asking probing questions, paraphrasing the feedback to ensure accuracy in comprehension, and summarizing the key points. The aim is to achieve a mutual understanding and pinpoint the exact areas needing attention or improvement.

If a team member expresses frustration with a recent project deadline, it's important to delve deeper to understand the specific challenges they faced and how it impacted their work. Paraphrasing their concerns can confirm understanding, while summarizing key points ensures clarity. As a manager you should strive to identify the underlying needs, goals, or concerns motivating the feedback. This requires empathetic listening and a willingness to consider perspectives beyond the surface issues. By clarifying and understanding feedback thoroughly, the manager demonstrates a commitment to addressing team members' concerns and fostering a supportive and collaborative work environment.

Feedback doesn't mean anything if it doesn't translate to change in behavior. I'm a big believer of internalizing the feedback to see how I can improve. For that, breaking it down and understand every bit of it is important. Perspectives matter.

La reformulation est essentielle dans un échange, car c'est cela qui permet de clarifier la situation et de donner du sens a la conversation.

After acknowledging and appreciating the feedback, the next crucial step is to clarify and fully understand it. This involves actively engaging with the feedback by asking clarifying questions, paraphrasing key points, and summarizing what you've heard. By doing so, you ensure alignment within your team, gaining clarity on the context, expectations, and impact of the feedback. Furthermore, this process allows you to uncover the underlying needs, goals, or concerns that drive the feedback, facilitating more meaningful dialogue and actionable insights.

As an Engineering Manager, addressing critical feedback from the team with candid and positive frame of mind is vital for fostering growth and a healthy work environment. In order to deal with this situation effectively, we need to provide timely response, focus on the core questions/ concerns raised, listen & get clarity on the context and evaluate if this critical feedback provided, can drive tangible improvement or it is just a perception created due to lack of communication / understanding. This will help in providing honest & effective solutions/responses and building trust within organizational framework.

After thoroughly understanding the feedback, developing and implementing an action plan is the next critical step. This plan should be created collaboratively with the team, setting realistic and achievable goals, and establishing a clear timeline for action. Regular communication of progress and openness to adjust the plan based on new insights or feedback underscores a commitment to ongoing improvement and team engagement.

Have an open and honest discussion with the team. Create a safe environment to discuss any work related issue(and some personal in case it conflicts with work life). 360 feedback, encourage colleagues to provide constructive feedback. Have an action point on the notes, share with team the updates. Do this regularly.

One of the important thing is to not respond immediately. It makes the other person very uncomfortable. You'll not get feedback the next time. To effectively manage feedback, find one thing that you agree with in such conversations at the moment and highlight that. Also be clear that you'll take some time to reflect on it and schedule some time to go over your thought process. This gives both party enough time to step away and think clearly. When responding, it's important to come with clear action items that reflect how behavior changes. In case you don't agree with a feedback, don't come back and say, that's not right. Instead try asking probing questions to clarify, often times these gets solved by clearing any misunderstandings.

Feedbacks need to be categorized from the view of their relevance, organizational polices and goals... Personal aspirations, and organizational goals if they do not match, there is high likelyhood of conflict and unsatisfactory situations. This should be kept in mind while evaluating the feedback

Giving constructive feedback is an essential responsibility of an engineering manager. This involves delivering feedback that is specific, timely, and directly actionable, aimed at fostering improvement in skills, performance, or behavior. It's important to maintain a balance between positive reinforcement and constructive criticism, always focusing on professional development rather than personal critique.

As an engineering manager, it's crucial to provide constructive feedback to your team. This involves delivering specific, timely, and actionable feedback aimed at enhancing their skills, performance, or behavior. By avoiding vague, delayed, or personal feedback, you prevent confusion, demoralization, or offense within your team. Striking a balance between positive and negative feedback is essential, acknowledging your team's strengths and achievements while also addressing areas for improvement. This approach fosters a supportive and growth-oriented environment, empowering your team to continuously develop and excel.

le feedback permet de s'améliorer. l'équipe partage les top et les flop. le feedback peut se faire sur différents champs: commercial, technique, savoir etre, mais l'important est de considérer la personne que l'on a en face de soi pour lui partager un feedback efficace.

Managers should be clear and precise when giving feedback to the team. Highlight recent examples of behavior to the team before providing suggestions for improvement. This should include a detailed action plan for discussion during individual performance reviews.

Esse quest?o Feedback está muito na moda. Todo mundo fala disso, porém n?o vemos na prática, realmente acontecendo. Feedback precisa ser a todo momento. Uso muito a tática de falar tudo que a equipe fez de bom e o que erraram em seguida. Também me coloco como responsável pelo erro já que est?o sob meus cuidados. Mas vale a pena chamar individualmente cada colaborador, tomar um café, almo?ar, entender como está tudo na vis?o deles e o que pode ser melhorado.

Normalize giving and receiving feedback as part of your team's culture. Make it a regular agenda item in one-on-ones and team meetings. Provide training and resources to help team members give effective feedback. Teach techniques like the Situation-Behavior-Impact model. Celebrate examples of feedback leading to positive change. Share success stories to reinforce the benefits of continuous feedback. Learn and grow

One thing can help. Developing a healthy feedback culture within a team is crucial for fostering growth, improving communication, and achieving success. Here are some key points to keep in mind when it comes to feedback culture in teamwork: 1. Emphasize the importance of feedback: Make sure everyone on the team understands that feedback is not meant to criticize or find fault but to help each other grow and improve. 2. Regular and timely feedback: Encourage team members to provide feedback regularly and in a timely manner. 3. Maintain a constructive approach: Constructive feedback focuses on specific behaviors or actions and offers suggestions for improvement. Remember, developing a strong feedback culture takes time and effort.

Particularmente, me ha funcionado realizar reuniones periódicas, donde además de la retro alimentación de las tareas, hacemos tormentas de ideas para ayudar a los colegas a mejorar su desempe?o. Adicionalmente, crear grupos de WhatsApp, sobre todo cuando los integrantes del equipo están en varias localidades, para plantear las dificultades o contratiempos por el grupo y que otro de los colegas pueda aportar una idea o su punto de vista para la solución.

Establishing a culture of feedback within the team means setting up regular and structured opportunities for feedback exchange, such as one-on-one meetings, team retrospectives, and peer reviews. This culture is underpinned by clear, measurable goals and expectations, aligned with the broader organizational vision, promoting a growth mindset and collaborative spirit among team members.

I would add surveys to the list. Especially if you take on a new role it will give you a glimpse at the current state of things and establish a baseline.

donner le droit a l'erreur permet de conforter dans la sécurité psychologique permettant de développer plus de compétences en autonomie. Bien entendu, la culture du droit a l'erreur ne veut pas dire qu'il faut tout laisser passer, mais qu'une erreur, expliquée et justifiée peut permettre de corriger la situation.

The article is truly awesome and in line with my thoughts. I would like to add that finally our aim should be to develop a cohesive team and a master mind alliance that will deliver amazing, creative, outstanding and out of the world results, experiences that will set us apart from the rest of the world.

Learning and growing from critical feedback is the ultimate objective for an engineering manager. This perspective transforms feedback from a potential source of contention into a valuable opportunity for personal and team development. It involves integrating feedback into behavioral and decision-making processes, actively seeking out diverse feedback sources, and consistently evaluating the outcomes of applied feedback.

Often, people misjudge the capacity and current capability of an engineering manager. The team looks up to the manager with the preconceived notion that the engineering manager is right. However, with all the added responsibilities that come with the position, the development team, which is experiencing the hurdles on a daily basis, is far more apt to decide on the nitty-gritties, and as a manager, one's right play would be to enable the team to do their best and keep learning from them. Find the rhythm the team is in, sync oneself to the team, and grow together rather than enforcing terms that are more skewed towards personal comfort. This mindset has to be instigated with the team members too so that it becomes an autonomous process.

Learning and growing is ultimate objective for an engineering manager.This transforms feedback from potential souce of knowledge into personal and team devolpment.

Beyond the structured responses to critical feedback, it's essential to remember the importance of empathy, trust, and transparency in team relationships. Sharing personal experiences with feedback, encouraging diverse viewpoints in a respectful manner, and recognizing when to seek external resources or support can greatly enhance team resilience, innovation, and cohesion.

Receiving critical feedback can pose challenges for Engineering Managers, but it presents a chance for growth and enhancement. The following steps can be followed: 1. Keep composure 2. Actively listen 3. Seek clarification 4. Consider the feedback 5. Express appreciation 6. Take action 7. Communicate with your team 8. Follow-up Remember, embracing critical feedback is an chance for personal and professional development. It helps foster stronger relationships with your team and enhances collaboration and performance.

I mentioned in a previous response about holding a blind spot meeting to solicit feedback from the team and others outside of your team. My company has also added a formal 360 review where peers, subordinates, and managers provide feedback on multiple areas to help you become a better manager of people. Any time you are involved in a meeting of this type it's important to not become defensive and to take that feedback as intended, as an opportunity for to become a better version of yourself.

By approaching critical feedback with a positive mindset and a commitment to improvement, you can turn it into a valuable learning experience that strengthens your leadership skills and fosters a positive team dynamic.

It is important to realize that in certain circumstances an unfavorable outcome is actually part of the process that we may be immersed in. This is typical of work related with the development of prototype devices or process improvement. In these cases any event or action whose occurrence ends something is beneficial since it provides guidance to change or fine-tune specific actions in the process. And acknowledging individual and team contribution is always important as it is indicating specific improvement areas.