You want to help your team improve their feedback skills. What's the best way to get started?

First and foremost, prioritize creating a safe and trusting environment within the team. Emphasize the significance of building strong relationships and rapport before engaging in feedback discussions to prevent it from being misconstrued as criticism. Equip team members with helpful tools, such as templates and coaching sessions, and foster regular practice through feedback exercises. Establish clear guidelines for both giving and receiving feedback, and take time to acknowledge and celebrate progress and achievements along the journey. Finally, consistently seek input on the feedback process itself, allowing for ongoing refinement and improvement over time.

Establishing clear expectations is essential in fostering effective communication and maximizing the impact of feedback within a team. Before soliciting or providing feedback, it is crucial to ensure that all team members comprehend the objectives, scope, and evaluation criteria involved. Clearly define whether the feedback pertains to a particular task, project, or skill, and outline the goals, timelines, and quality benchmarks associated with the feedback process. Communicate how feedback will be utilized to enhance performance and achieve desired outcomes, promoting a culture of continuous improvement and development.

Start by fostering a culture of open communication and constructive criticism. Provide training sessions on giving and receiving feedback effectively, emphasizing the importance of specificity, empathy, and clarity. Encourage regular feedback sessions where team members can openly discuss strengths, areas for improvement, and solutions collaboratively. Implement feedback mechanisms such as anonymous surveys / structured feedback forms or both to gather insights from team members. Lead by example by actively seeking feedback and demonstrating a willingness to listen and adapt. Finally, provide ongoing support and resources to help team members refine their feedback skills over time.

To set clear expectations, start by explaining why feedback matters and what you hope to achieve. For example, tell your team that feedback helps us grow and improve our work. Encourage open communication and assure them that feedback will be constructive, respectful, and focused on growth. Let them know what specific areas or behaviors you're looking to improve through feedback. This clarity helps everyone understand the purpose and value of feedback sessions, making them more effective and beneficial for all.

Fostering a culture of feedback requires setting clear expectations upfront. Before soliciting or offering feedback, ensure your team grasps the purpose, scope, and criteria for evaluation. Are you focusing on a specific task, project, or skill development? Outlining the goals, deadlines, and quality standards associated with the subject matter provides a common ground for assessment. Furthermore, explain how the feedback will be used. Is it to improve performance on a specific task or contribute to broader skill development? By transparently communicating these expectations, you can avoid confusion, frustration, and potential conflict. This clarity ensures feedback becomes a valuable tool for individual and team growth.

Selecting the appropriate feedback method is crucial in effectively communicating and reinforcing developmental insights within a team. Depending on the context, various feedback methods such as verbal, written, formal, informal, synchronous, or asynchronous may be employed to convey information and insights. It is important to assess the benefits and limitations of each method and tailor them to align with the preferences, requirements, and availability of the team members. By leveraging a diverse range of feedback methods thoughtfully and strategically, teams can enhance communication, collaboration, and growth opportunities within the organization.

It's important to understand the dynamics of the team or teams you are working with. Super important to use a variety of methods based on what is transpiring. I prefer virtual meetings as much as possible but due to the breadth of what is going on and the hours that I keep, written is a big part of it as well. The important thing to do is to preface what the communication is about and is action to be immediate or can it wait -having those parameters set at the beginning of any conversation no matter what mode of communicating is going on will lower the frustration and improve the success of the team. In person meetings will always be best but we live virtually now so balance is needed.

Hands-on Feedback Workshop: Design a collaborative workshop exploring the "Praise-Critique-Suggest" or Sandwich technique. Through role-playing exercises that mirror real-world work scenarios, your team can actively practice delivering and receiving constructive feedback. Buddy Feedback Program: Implement a structured "buddy feedback" program with clear guidelines. Team members can partner up to provide specific, actionable feedback on each other's work, focusing on behaviors and offering suggestions for improvement. Following these sessions, encourage reflection and discussion on the experience and key takeaways.

To choose the right method for improving feedback skills, start by considering the team's preferences and needs. You can use various methods like peer feedback sessions, role-playing exercises, or anonymous surveys to gather insights. For example, you might organize a feedback workshop where team members practice giving and receiving feedback in a supportive environment. Remember to tailor the method to suit your team's dynamics and goals.

Explain informal vs formal feedback, griping vs airing legitimate concerns, and their responsibility in any subsequent changes or resolutions.

To follow the best practices in feedback, start by being specific and constructive. Instead of vague comments, give examples and suggest actionable improvements. For instance, instead of saying "Your presentation was unclear," try "Consider providing more context in the introduction for clarity." Also, ensure feedback is timely and balanced, highlighting both strengths and areas for growth. Finally, encourage open dialogue and active listening to foster a culture of continuous improvement among the team.

Al respecto un tema muy importante es tratar de ser muy objetivo, exponiendo siempre hechos, evitando juicios de valor no necesarios, y más bien poner énfasis en los aspectos a mejorar, mantener o evitar, por ello los temas de culpas en mi experiencia no aplican… de esta forma las retroalimentaciones son más efectivas

First and foremost, focus on creating a positive environment so you can have those conversations in a constructive way. Be timely, feedback needs to be provided at the right time. Prepare the session, come up with concrete examples of what you will be talking about, to give more credibility and to avoid misunderstandings. Be as objective as possible, focus on the facts and impacts, more than in drama. Give them the opportunity to speak and also provide feedback to you. Take note and create action items to follow up and help improve.

Encourage a feedback culture Foster an environment where giving and receiving feedback is encouraged and normalized. This can be done by leading by example, providing regular opportunities for feedback, and creating a safe space for open and honest communication. Encouraging peer-to-peer feedback can also help team members feel more comfortable and confident in giving and receiving feedback. Additionally, providing training and resources on effective feedback techniques can help team members develop their skills and confidence in giving and receiving feedback.

Seeking feedback from other leaders can be a valuable way to gain insights and improve your leadership skills. Here are some tips to effectively seek feedback: 1. Be specific 2. Choose the right timing 3. Create a safe environment 4. Ask open-ended questions: 5. Listen actively 6. Express gratitude

La interacción continua es muy importante y para que sea de utilidad debe ser genuina… poniendo atención a los detalles, analizando, clarificando y en su caso implementando cambios derivados de esta actividad en caso de aplicar de otra manera la interacción se convierte en algo poco útil

To improve feedback skills, regularly seek input from team members on your communication style, clarity, and effectiveness. Encourage open dialogue by asking questions like, "How did you find my presentation?" or "Do you have any suggestions for improvement?" Actively listen to their responses and implement constructive feedback to enhance your communication skills over time.

The "feedback mechanism" is one of the most important pillars of an Organization strategy. The only difference would be how those are measured within the different functions like HR, IT, Audit etc. If the organization pillars are clear, then the functional bifurcation becomes a lot more easier to align and measure. Whatever the measurement criteria's may be, the most important one is to ensure the expected outputs and the associated feedbacks are open to improvements and reflective for people to be self driven rather than being unidirectional and boxed.

The feedback routine goes hand in hand with continual improvement! Simple ways to obtain organic feedback is to send out a "job completed ticket ackowledgement withing your ITSM to your end user..another way to obtain feedback is to directlly email clients and request for sugessions for improving service delivery. In both instances we provide a positive and confident way for end users to tell their story and an environment where we thrive withing feedback provided.

Let the team be steered for the needful all times of sail of the ship for the good ?? To stay afloat or move in the direction intended for the good ?? For their safe sail together with the same for the good ??

Ask for feedback, and don't settle for pat answers. Be prepared for bad news or new coaching opportunities - in other words, interest must be real and follow up is key.

I'm going to assume that this question is geared toward how to help your direct reports deliver feedback to their direct reports effectively. 1. Model it for them. Lead by example. 2. Shift your delivery. The way feedback is delivered should shift based on the individual. To do that, you've got to spend time with and know your people. 3. Look inside. The most effective feedback is not feedback that comes from an external source; it's feedback that comes from within. Your job as a leader is to ask great questions that will cause people to gain self-awareness. Ask questions like: - How do you think that went? - What would you do differently if you could do it all over again? - What did you learn from that?

Le feedback est aussi une culture qu'on peut instaurer auprès des collaborateurs. Une fois qu'ils auront compris son importance et les avantages qu'ils pourront en tirer, ce caractère deviendra un automatisme.