- In case of a large team size, we can circulate anonymous feedback form to collect as much open and honest feedback we can get. - Line Managers have also a crucial role to play to build trust and making team members feel safe and heard. - Identifying the causes of the reluctance is also very crucial. In most cases, it's the reaction they receive when they share their thoughts that cause the reluctance. These culture or practices need to be resolved.

Try implementing specific techniques to make sharing insights easier. A “Start, Stop, Continue” exercise is a simple way for team members to anonymously list what they think should start, stop, and continue happening within the team or project, keeping the focus on constructive actions rather than personal critique. Another option is a feedback roundtable where the team discusses feedback on a hypothetical scenario, which reduces pressure and allows honest insights to emerge naturally. For a more personal touch, consider introducing a “feedback buddy” system where team members are paired to share feedback with one another, then relay it anonymously to you. This approach builds comfort and trust, allowing valuable insights to come forward.

"Honest feedback is the foundation of real growth." To foster openness, create a safe space where team members feel heard without fear of judgment or repercussion. Start by encouraging transparency yourself, and invite feedback as a shared step toward improvement. Build Trust: Create a safe, non-judgmental space where team members feel comfortable sharing their thoughts. Lead by Example: Demonstrate openness by sharing your own constructive feedback and encouraging others to do the same. Recognize & Reward Honesty: Acknowledge and appreciate honest input to show it’s valued and leads to positive change.