Here's how you can foster a feedback culture in your organization.

Let's cut through the corporate jargon, shall we? Embracing openness isn't about fancy mission statements or PowerPoint presentations. It's about guts — yours and your team's. You gotta strip off that armor and show 'em the real you. Yeah, it's scary. But here's the kicker: when you open up, others follow suit. It's like a domino effect, but with feelings. And let's face it, nobody likes talking to a brick wall. So, be real, be raw, and watch the magic happen. Because in a world full of closed doors, being open is a breath of fresh air.

1. Encourage Spontaneous Positive Feedback. 2. Make Feedback Routine. 3.Implement Continuous Feedback Mechanisms. 4.Make Use of Multiple Feedback Channels.

Debes crear un ambiente donde tus colegas se sientan seguros para expresar sus pensamientos sin temor a represalias. Esto implica mostrar vulnerabilidad como líder y estar receptivo a la retroalimentación sobre tu propio desempeño. Al modelar el comportamiento que deseas ver, estableces un precedente para el diálogo abierto. Recuerda que fomentar una cultura de retroalimentación se trata de crear una vía de comunicación bidireccional donde todos se sientan valorados y escuchados. Por ejemplo, puedes iniciar reuniones regulares de retroalimentación donde todos tengan la oportunidad de compartir sus opiniones y sugerencias, y demostrar que tomas en serio sus comentarios haciendo cambios visibles basados en sus aportaciones.

Effective communication is a skill that one learns. It is a soft skill that is not taught in formal education. One learns and embraces it as a behaviour change for it to have an impact in the work place.

When you ask for feedback you always provide the opportunity to initiate inclusive communication. As a leader asking feedback from your subordinate makes them valued and creates a sense of feeling that every voice matters. I remember when a senior manager asked for a feedback in mid year conversation wherein I was honest on appreciating the fact how he contributed his experience into developing his resources around. At the same time I reflected him of incident where he should have responded differently. He actually thanked me for the later one cause everyone glorifies what best you have but never throws light on where one needs a slight change or correction.

Keep the door open. This means the door is open for the conversation. Providing a safe environment for sharing ideas and solutions will always enhance the growth of the business. This fosters a feedback culture by allowing people to express themselves and their opinions about the product and how they are being used in the marketplace.

In high-context cultures, directly asking for feedback can be challenging due to power dynamics and potential discomfort. Instead, leaders should first share their own struggles and ask for specific feedback on these areas. This approach not only demonstrates vulnerability and openness but also encourages honest and constructive feedback by making it safer and more relevant for team members to respond. True openness involves acknowledging mistakes, actively working on them, and keeping the team informed about progress, fostering a continuous feedback loop.

Fostering a feedback culture in your organization involves promoting open communication and continuous improvement. Firstly, encourage regular, constructive feedback exchanges at all levels. Secondly, provide training and tools for effective feedback delivery, and recognize and reward a culture of transparency and growth.

Turn your team into a feedback loop! Encourage regular, open communication (positive & constructive). Celebrate improvement & empower employees to give & receive feedback.

Showing vulnerability in the workplace may seem odd to the regular person. People do not like to have their flaws pointed out. However, it is the early failure that helps you grow and improve faster. Keep an open mind when receiving feedback. The feedback does not set your value, it is not personal, but about your actions/tasks/job. Therefore, receive your feedback politely and try to apply the suggestions to improve yourself. On the other hand, when you are giving the feedback, try to be the most empathetic possible, create a good atmosphere for the moment, because you want that person to grow and help your team, not to shrink due to fear or sadness/insatisfaction.

Una cultura de retroalimentación prospera con estructura. Define directrices claras sobre cómo y cuándo debe darse y recibirse la retroalimentación. Anima a tu equipo a enfocarse en críticas constructivas que sean específicas, accionables y dirigidas a comportamientos en lugar de atributos personales. Esta estructura asegura que la retroalimentación no se perciba como un ataque, sino como un esfuerzo genuino por mejorar el desempeño. Por ejemplo, establece sesiones de retroalimentación regularmente programadas para normalizar la práctica y hacerla parte de la rutina organizacional. Al proporcionar ejemplos concretos y sugerencias prácticas, ayudas a que la retroalimentación sea recibida de manera positiva y efectiva.

Early in my career I was told that feedback was a gift. And in order to inculcate a culture where feedback is received well, I think that it needs to be given with openness, honesty and don't try to sugar coat anything. Encourage teams to not only receive feedback, but also give their feedback to others to create a culture of growth and learning. Finally, practice empathy when giving the feedback, do try to have formal feedback sessions for more open discussions & it is always good to start with what went well first, then share feedback on improvement and be open to provide support. While giving feedback be cautious that you focus on the result or behaviour that needs to be improved and not on the person. Encourage ur team to practice this

As a leader it is up to you to establish a culture of feedback. 💠 Start with explaining to the team why feedback is important - to help everyone improve & achieve optimized results. 💠 Outline what good feedback looks like: very specific (situation, behavior & impact) & delivered promptly 💠Outline what bad feedback looks like: very generic benign comments (ex. 'great job') and personal attacks (ex saying 'you are so juvenile' vs saying 'that water cooler talk during the meeting was unprofessional and made the meeting less productive than it could have been.") 💠 Kick off a culture of feedback by asking your direct reports for feedback on you in public at the end of a meeting. Model looping for understanding. 💠Follow up on the feedback.

Alright, let's lay down some ground rules. Feedback isn't a free-for-all; it needs structure. Set the stage with crystal-clear guidelines. Make it clear when and how feedback should flow. Constructive criticism is the name of the game — none of that vague, finger-pointing nonsense. Keep it real, keep it actionable, and focus on behaviors, not personalities. That way, nobody's feelings get unnecessarily bruised. Regular feedback sessions should be as routine as your morning coffee — scheduled, expected, and just part of the daily grind.

Often, setting the structure of feedback misses one crucial requirement: timeliness. Now this isn't always possible. But when you can, you should try to build in specific buffer times right after meetings to debrief and offer feedback. And of course, ask for feedback for yourself first.

Define Clear Guidelines: Establish specific guidelines on how and when feedback should be given. Outline expectations for both giving and receiving feedback, emphasizing the importance of respect and professionalism.

One thing I have learnt as a leader in this regards is that leaders need to be taught how to create this atmosphere otherwise it simply sounds like cliché on the team's agenda. Leaders must learn how a feedback culture is planted and nurtured. The idea that a leader would natural embrace openness in itself blindside us a leaders when we get into difficult moments. So, learning basic skills like active listening has been key to my ability to "hearing people" and not simply looking for my own echoes in the room.

One of the discouraging trainings is the one you already know much about or is not useful to you. Training the team has to be customized and each member has to elevate their weakest traits while keeping their strong ones. A good manager or HR specialist would help set a matrix of strengths and weaknesses, while providing the right training for each weak point.

Highlight the Importance of Feedback: Start by educating your team on the importance of feedback for personal and professional growth. Explain how constructive feedback can lead to improved performance, better teamwork, and continuous improvement.

Training your team is non-negotiable. You've got to invest in it if you want to cultivate a feedback-friendly atmosphere. They need to grasp the significance of feedback and nail down how to dish it out without causing a meltdown. 🟣 Think communication hacks 🟣 Emotional IQ boosts 🟣 Conflict resolution strategies Arm your squad with these tools, and they'll tackle feedback like seasoned pros. The endgame? Making sure every member comprehends the feedback game and jumps in without breaking a sweat. It's about building a culture where feedback isn't just tolerated; it's embraced.

Feedback plays a crucial role in improving any organisation/ institution or a person... the aim is to provide a fruitful training to the team so that they understand the importance of feedback and genuinely participate in it.

Recognizing the effort is one of the main reasons why a person or team can contribute or abstain. It is a great way of guiding their feedback. An effort that is not recognized is considered by many to be just more work. Having it recognized allows them to understand what efforts are appreciated and have positive impact, it could be the main teacher of what feedback is considered constructive for this work environment.

It's not just a feel-good gesture; it's the cornerstone of a thriving feedback culture. See, when you take a moment to appreciate those who dive into the feedback loop, you're fueling the fire of progress. It's like saying, "Hey, I see you, and what you're doing matters." Whether it's a simple "good job" or a shiny trophy, acknowledging their effort sends a powerful message. It tells your team that their voice counts, that their willingness to engage matters. And guess what? That fuels even more participation. It's a cycle of positivity that keeps your team invested in personal and organizational growth. So, next time someone steps up, recognize that effort. It's the glue that binds a feedback-driven culture.

Recognition plays an important role in fostering a positive feedback culture. Express gratitude to those who actively participate in giving and receiving feedback. This can be done through verbal praise, awards or other types of acknowledgement. By recognizing effort, you reinforce the behavior you want to see and show your team that their contributions are valued in building a feedback culture.

If there is one thing I know in my time working for years, it is that feedback can and WILL provide tremendous confidence and growth in your peers in the workplace. Many of us crave our people at work to recognize us, our work, and our efforts to get to where we are. Be someone who recognizes that person; praise them; motivate them; and let them know how good their work ethic is. Your attention to their details will always be on their mind. They will smile, breathe a sigh of relief, and continue working to the efforts displayed, until they eventually surpass those efforts and work harder. They will show not just you, but others around you in your work place just how capable they can be. They will blossom. And it is thanks to you.

This is so true. I have found that when you recognize others for their efforts it makes them feel valued. I know this is something I did and it was said that it impacted the morale overall. This is why I felt it was important for team members to be able to provide their peers constructive feedback in the form of being thankful and grateful for their team’s efforts. The weekly feedback to one another helped with morale and brought the team together. Constructive feedback of gratitude goes a long way and helped when I assessed their development (coaching and feedback) which was part of their professional development plan.

People want to be recognized and appreciated for their efforts. Creating incentives for providing constructive feedback and engaging in open communication will help reinforce the behaviours you want to see with the team and show that you value their feedback.

Supporting your team during feedback sessions is vital. Equip them with tools and resources: ✳️ Feedback software ✳️ Coaching sessions ✳️ Peer support groups Make sure there are channels for help if they're stuck. Showing this support proves your dedication to your team's growth and welfare. After all, we're in this together, aiming for progress, not perfection.

Incorporating your perspective, it's crucial to foster a culture where feedback is not only encouraged but also normalized as a constructive tool for personal and professional development. Emphasize the importance of psychological safety within the feedback process, where team members feel comfortable expressing their thoughts and receiving constructive criticism without fear of judgment or reprisal. Additionally, recognize and celebrate instances where feedback leads to positive outcomes or improvements, reinforcing its value within the organizational culture. By fostering an environment of continuous feedback and support, you empower your team to thrive and contribute to the overall success of the organization.

Ofereça workshops e programas de treinamento focados em habilidades de comunicação e feedback eficazes. Equipe os funcionários com as ferramentas e técnicas necessárias para dar e receber feedback de forma construtiva. Incentive uma mentalidade de crescimento, celebrando melhorias e aprendendo com erros. Ao investir em treinamento e suporte, você capacita sua equipe a abraçar o feedback como um aspecto positivo e essencial de seu desenvolvimento profissional.

The single most effective "support" which can be offered to employees, especially in feedback context, is to simply act on the feedback and make those actions known to all, and to do so quickly. The fast enactment and effective implementation of specific feedback suggestions will do more to demonstrate respect and value to your employees. On suggestions which simply cannot be implemented, do not remain silent on them... address the realities openly and then be open to receiving creative alternatives.

Feedback needs to be incorporated into processes. This can be achieved by creating feedback loops- a system where it is incorporated into business processes and decision making. So it can be used to drive continuous improvements in projects and practices.

Avalie e refine continuamente seus processos de feedback para atender às necessidades em evolução de sua organização. Solicite a opinião dos funcionários sobre como os mecanismos de feedback podem ser melhorados e implemente essas mudanças. Seja ajustando a frequência das sessões de feedback ou incorporando novas tecnologias, ser adaptável garante que o sistema de feedback permaneça eficaz e relevante. Incentive um diálogo aberto sobre o próprio processo de feedback para fomentar uma cultura que valoriza e se beneficia do feedback contínuo.

To get better at handling feedback, keep evolving. Ask for input on how feedback works and be ready to tweak things. Make it easy for everyone to share thoughts and improve together. Think of it as a journey where we all learn and grow. It's about making feedback work for everyone.

To foster a feedback culture in a remote organization, emphasize the importance of open communication, clear guidelines, continuous training, and ongoing support. Ensure your team understands the value of constructive feedback and feels safe to share their thoughts. Recognize and celebrate efforts in giving and receiving feedback, and continuously reflect and adapt your strategies to meet evolving needs. By creating a structured, supportive, and open environment, you enable your team to thrive and contribute effectively to the organization’s success.

Integre o feedback no processo de definição de metas, alinhando os objetivos individuais e da equipe com o feedback recebido. Incentive os funcionários a estabelecer objetivos específicos e mensuráveis com base no feedback construtivo que receberam. Isso cria uma conexão clara entre o feedback e o desenvolvimento pessoal, motivando os funcionários a levar o feedback a sério e usá-lo como uma ferramenta para alcançar suas metas. Revisitar regularmente essas metas à luz do feedback contínuo garante alinhamento e progresso contínuos.

Na minha vivência, aprendi que quanto menor a formalidade no momento de um feedback, mais assertivo e sincero ele será. Quando se cria conexão pessoal, se conquista a confiança e, consequentemente, se obtém a transparência, transformando o feedback em uma verdadeira troca de informações, onde tanto o emissor, quanto o receptor falam com franqueza, tendo a certeza de que não serão mal interpretados e que estão visando realmente a melhoria um do outro. Mas, quando existe a formalidade, ambos se posicionam distantes, fazendo com que cada apontamento seja julgado questionado, gerando mais intrigas e dúvidas do que as melhorias pretendidas.

"Feedback Matrix" tool to structure feedback for your & your team The matrix use a 2 axis; Negative and Positive on Y-axis Unexpected and Expected on X-axis Then sort Feedback into four groups, - Positive-Expected (Celebrate it) - Negative-Expected (Act on it) - Positive-Unexpected (habituate it) - Negative-Unexpected (Explore it) Celebrate all the positive feedback that was expected to encourage employees to be on the top of their game. Act on the expected negative feedback so it is a learning session and act on changing them. Integrate the unexpected positive feedback and try to integrate it into the process. Investigate the negative unexpected feedback to understand them and try to find the area for development. Aboubieh ;)

Fostering a feedback culture in your organization involves creating an environment where open, honest, and constructive communication is encouraged and valued. Start by leading by example: leaders should regularly seek and provide feedback, demonstrating its importance. Create a safe environment where employees feel secure to share their thoughts without fear of negative consequences and respect confidentiality when necessary. Integrate feedback into regular processes, such as scheduling frequent one-on-one meetings and incorporating feedback discussions into performance reviews. Provide training and resources to help employees learn how to give and receive feedback effectively, including workshops and guides on best practices.