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Let's face it, giving feedback can be a little scary sometimes. It's an area that tends to be fraught with anxiety and misunderstandings. But what if we changed that narrative? What if we embraced feedback as an integral part of our growth, both personally and professionally?
Over the years, I've found that fostering a culture of feedback is one of the most transformative things you can do for your team. It's about creating a space where everyone feels comfortable sharing their insights and where constructive feedback is valued just as much as praise.
In one study of 65,672 employees, Gallup found that those who received thoughtful feedback had turnover rates that were 14.9% lower than for employees who received no feedback and 85% of employees take more initiative when they receive feedback.
With that in mind, I'm going to share with you five actionable ways to build a feedback-rich culture that can help your team thrive.
Whether you're a seasoned manager or a new intern, these tips are designed to equip everyone with the right mindset and tools to give and receive feedback effectively. If you are a People Team leader, share this article to your managers to promote a culture of feedback.
Let's dive in, shall we?
5 Ways to Build a Culture of Feedback
1. Provide Training on How to Give and Receive Feedback
Most people are not naturally adept at providing constructive criticism well or receiving feedback thoughtfully without getting triggered. That's where training sessions can make a difference by level-setting expectations and creating a solid foundation.
Do all your managers know how to prepare for a feedback conversation? Do they know how to give that feedback in a way that’s both direct and kind at the same time? Do they understand how to manage emotions in the moment?
Giving feedback is a skill, and like any skill, it can be learned, honed, and mastered.
2. Rebrand Giving Feedback from Negative to Positive
When feedback isn't regularly given and isn't seen as a standard part of the work environment, the mere mention of the word 'feedback' can elicit an immediate negative reaction. Hearing, "May I give you some feedback?" often causes a sense of dread as we brace ourselves for unpleasant news.
But let's get one thing clear – feedback isn't inherently a negative thing!
Far from it, giving feedback is as much about praising positive behaviors as it is about identifying areas for improvement. And let's not forget about the power of positive feedback.
Research has shown that the highest performing teams receive up to six instances of praise for every single piece of constructive criticism.
The more you incorporate all types of feedback into your interactions, the more you strip away the unwarranted negative connotations associated with the word 'feedback'.
Here are few actionable ways to rebrand feedback from negative to positive:
- Provide feedback consistently. Feedback should be an expected part of our daily interactions, not just for annual or quarterly performance reviews. This normalizes the process, making feedback a routine part of our professional growth.
- Focus on the balance of positive and constructive feedback. Celebrate the wins, and recognize behaviors you appreciate and want to see more of.
- Change the language. Instead of "giving feedback", perhaps we can say we're "sharing insights" or "offering guidance". And, when it's time for constructive feedback, phrase it as "opportunities for growth" or "areas for development". Language matters, and the right phrases can help shape perceptions.
3. Lead by Example
As managers, it's essential that we embrace feedback ourselves and actively seek it out. To build a culture of feedback, we need to lead by example. This sends a message to our team that their insights are invaluable, helping to foster an environment in which everyone feels safe to share their ideas and thoughts, creating psychological safety.
When you request feedback from your team, it's important to ask in a way that makes it easy for them to give specific and actionable insights. If you quickly ask, "Do you have any feedback for me?" in the final minute of a 1-1, you're likely to receive a quick, "No, everything's fine," especially as they're already mentally preparing for their next appointment.
Instead, we should clearly communicate that we value their feedback and are eager to hear more. Dedicate enough time during your 1-1s to ask thoughtful, open-ended questions.
For example, "Could you share your thoughts on how I handled the transition of the XYZ project to you? What worked well, and what could I have done differently?"
Here are some more examples to ask your team for feedback:
4. Celebrate Feedback Outcomes
Acknowledge and celebrate feedback that has created positive changes for your direct reports, your team, and yourself! Encourage your reports to see feedback as an opportunity to grow. This approach reduces defensiveness, allowing employees to take ownership of their development. It also emphasizes the importance of feedback in promoting a 'growth mindset' culture.
"With a growth mindset, individuals trust that their fundamental abilities can be enhanced through dedication and persistence—intelligence and talent are merely the beginning. This perspective instills a passion for learning and resilience, which are vital for outstanding achievements." - Carol Dweck, the author of Mindset: The New Psychology of Success.
During your upcoming team meeting, share a personal anecdote about a valuable piece of feedback you've received, describe the steps you took to implement that feedback, and highlight the positive impact it had.
Or celebrate how a team member acted on feedback in private. For example, “Sara, I noticed how you took the feedback from our last meeting and improved the layout of the report. It's much clearer and easier to understand now. Good work!”
By doing so, you’re not only promoting a constructive feedback cycle within your team, but you’re also showcasing your commitment to feedback as an essential tool for personal development.
5. End Constructive Feedback with a Question
Have you ever received a piece of constructive feedback in an email? How did it feel to be unable to express your point of view or ask clarifying questions to the sender?
When fostering a feedback-friendly environment, it's crucial to get your team to see both giving and receiving feedback as a conversation with the opportunity to strengthen understanding, relationships, and trust.
When you deliver constructive feedback, follow with a question like, "What was your thought process?" or "Is there anything I might be missing?" or “What happened from your perspective?” This turns feedback into a dialogue, helping your team to see it not as a final verdict, but rather as an open discussion for mutual understanding and growth.
Free 'How to Give Feedback' Video Training for Managers
Creating a feedback-friendly culture is not about an overnight change. It's about creating an environment in which everyone feels safe to share their insights and feedback is not just accepted, but anticipated and appreciated.
Giving feedback is a skill, and like any skill, it can be learned, honed, and mastered.
That's why I'm delighted to share our free video training on 'How to Give Feedback'.
In this training, we delve deeper into the art and science of giving feedback. We share practical tools and the language to help you deliver feedback that's respectful, constructive, and ultimately transformative!
