Feedback Culture
Zdravka Demeter Bubalo
Operating Director of Consumer Services and Retail at INA Grupa
Encouraging open feedback culture is among the most important HR contributions towards positive employee experience. We all know feedback builds trust, and improves relationships, enhances teamwork as well as business results.
Giving each other regular feedback is important, however, it is rarely discussed how to give and how to receive feedback, and even more importantly, how to act upon it so that feedback helps us develop further.
First, we often underestimate the importance of prep work that leads to an effective feedback session, helping both parties succeed in long run.
Good timing and being open to the dialogue are just as important factors as accepting the fact that we are humans in this situation, and we might feel uncomfortable.
Real time feedback, if complemented with regular appreciation of actions or behaviours, support the receiver to identify areas to further develop by building on strengths.
And last but not least, I believe that for efficient feedback, both directions need to be open, no matter the hierarchy.
With all this in mind, we recently developed a holistic internal campaign in cooperation with Corporate Communications, with the aim to further encourage real-time feedback sessions across MOL Group.
Our colleagues were happy to share their personal experience on our intranet page, and feedback workshops were organized to practice feedback in real time.
To further support enhancement of feedback culture, a guide and a short video have been developed: https://youtu.be/kPz2uiKyPQM.
How does your company support feedback culture? Share your thoughts below.”
Driving Learning Innovation | EdTech | Digital Transformation | Higher Education Strategy
7 年Just met a wonderful lady at L’Oreal doing lots on this topi, in NY. Happy to put you in touch if interested.
I&AI4BI Ready to share knowledge, skills and experience
7 年To have real good "feed back" people have to have "food stock". So you have to give them time and motivation to "collect food" over the working time and private time. Only people with motivation will give "feed you back" otherwise you will spend a lot of time consuming "spoiled food" (non useful feed back). Intension of Feedback = Feed me back with good food not with substitutes of good food.
Director and Senior business trainer/consultant- coaching and helping people and organisation in their professional growth, Human skills consultant (Konzultant Zdravog Razuma)
7 年Hvala, naravno o feedbacku bi se moglo pri?ati cijeli dan ipak bih istakao jednu stvar da je uvijek va?nije pitanje "kako" nego "?to", pa tako i kod FB, bez obzira koliko smo dobri u davanju FB, stvar je uvijek osobna, jer dolazi od jedne osobe - drugoj, ali kako ?emo ga dati ovisi o tome ?to s njim ?elimo posti?i. Cilj FB bi uvijek trebao biti pozitivan, ja volim re?i "let's start with the end" , namjera treba biti ili pohvala ili korekcija da rezultat slijede?i put bude bolji u svakom slu?aju trebao bi biti usmjeren razvoju osobe.