The Power of Feedback: Creating a Culture of Openness and Accountability

Introduction?

You’ve heard it a hundred times: "teamwork makes the dream work." But, let’s be real for a second—teamwork is easier said than done. Behind every great team is one thing that holds everything together: communication. And feedback? It’s the secret ingredient. Without it, teams can spiral into confusion, frustration, and, well, mediocrity.

In today’s post, we’re diving into how feedback can turn your team from good to great, why it’s crucial for healthy team dynamics, and how you can make it work for you. Plus, we’ve got some actionable tips that you can put into practice right away.

Why Feedback is the Glue That Holds Teams Together

Imagine this: a team where no one ever shares what’s working or what’s not. Sounds like a disaster waiting to happen, right? That’s because feedback is the key to keeping everyone aligned and working towards a common goal. When feedback flows, so does trust, collaboration, and—most importantly—results.

And here’s something you might not know: a study from Zenger Folkman found that teams with regular feedback conversations are 11 times more likely to be highly productive. Yes, 11 times! The reason? Feedback ensures that everyone knows what’s expected of them, where they stand, and how they can improve. It helps clear the fog and keeps things moving smoothly.

What Happens Without Feedback?

Let’s talk worst-case scenario. Without feedback, small issues can snowball into big problems. If no one is addressing what’s going wrong—or even what’s going right—how can the team improve??

Lack of feedback leads to miscommunication, resentment, and let’s face it, a pretty awkward work environment. People start second-guessing themselves, and that dream of a high-functioning, engaged team starts to feel like a distant memory. No one wants that.

Building Strong Team Dynamics with Feedback

So, how do we fix it? The good news is, feedback doesn’t have to be awkward or confrontational. It’s all about how you deliver it.

When you give feedback with the right mix of care and clarity, you build a stronger, more connected team. Think about the Radical Candor Matrix (from the book Radical Candor by Kim Scott) we mentioned in the last post. It’s a perfect tool for balancing empathy with directness. You want your feedback to be honest, but not harsh. Clear, but not cold. That’s how you build trust.

Here’s an easy rule to follow:?

·? Care personally, but don’t shy away from being direct.?

When you get this balance right, your team knows you’ve got their back, but also that you won’t let poor performance slide.

The Role of the SBI Model in Team Feedback?

By now, you’ve probably heard of the SBI Model (Situation, Behavior, Impact)—a great structure for delivering feedback that’s both clear and actionable. But here’s the thing: it’s not just for individual feedback. It works wonders in team settings too.

Here’s how to use it:?

1. Situation: Start by describing the specific event or moment.?

2. Behaviour: Focus on what the team member did—without adding opinions or interpretations.?

3. Impact: Finally, explain how their behaviour affected the team or the project.

?

For example:?

·? Situation: Last Friday during the brainstorming session...?

·? Behaviour: I noticed that you took charge of the conversation and didn’t give others much room to share their ideas.?

·? Impact: This resulted in fewer contributions, which could limit the creativity and diversity of our solutions.

Using this approach, you’re not just calling someone out—you’re giving them insight into how their actions affect the bigger picture.

?

Tips for Encouraging Open Feedback in Teams

Here’s the thing about feedback: it’s a two-way street. To create a feedback-rich environment, you need to encourage your team to give as well as receive it. Here’s how you can make that happen:

1. Create a Safe Space for Feedback: If people feel like they’re going to be punished or judged for speaking up, they won’t. Make it clear that feedback is about learning and improving, not finger-pointing.

2. Make It Regular: Don’t wait for annual reviews to have feedback conversations. The more regularly you do it, the less intimidating it becomes. Weekly or biweekly check-ins are a great place to start.

3. Lead by Example: If you’re a manager, start the conversation by asking for feedback on your own performance. Show that feedback isn’t just for employees—it’s for everyone. This simple act can shift the team dynamic toward openness and trust.

4. Celebrate the Wins: Feedback isn’t just about calling out what’s wrong. It’s just as important to highlight what’s going right. Positive feedback reinforces good behaviour and keeps morale high.

Conclusion

When done right, feedback is a game-changer for team dynamics. It keeps communication open, trust high, and projects moving in the right direction. But it’s not just about giving feedback—it’s about fostering a culture where everyone feels comfortable to share, learn, and grow.

In our next post, we’ll be digging deeper into how to deliver feedback with empathy while still driving results. Trust us, it’s not as hard as it sounds.