Google's re:work project found that companies with a peer feedback culture and development plans that were based on their startup best practices were more effective. - So, the why is clear. It’s how that gets Professionals in the HR Industry. It is common for teams to struggle setting up feedback structures within their organizations. However, the Google project highlights the importance of having a feedback process in improving overall effectiveness, showing that this should be a key part of startup best practices.
5 pillars of a good feedback culture
According to a survey conducted by [Zenger and Folkman](%28https://zengerfolkman.com/wp-content/uploads/2019/05/EF%E2%80%94White-Paper%E2%80%94Feedback-The-Powerful-Paradox.pdf%29), 92% of respondents agreed with the statement > Negative (redirecting) feedback, if delivered appropriately, is> effective at improving performance."
Creating a feedback culture is actually a positive feedback loop that leads to greater progress. When taking chances, high-performing teams that can be open and honest with each other feel safe and secure. Asking for assistance and tackling difficult tasks becomes simpler. In order to establish a successful firm, you'll need this working environment. The following are five considerations to bear in mind when fostering a culture of feedback within your organization.
Confidentiality is crucial when it comes to feedback sessions. As an employee, you shouldn’t have to fear that your supervisor will share what you’ve told them in private. ‘Praise publicly, correct privately’- keep this in mind. Although, there are situations when giving feedback in front of others could benefit the team.
A feedback talk is a two-way street. At the end of every feedback meeting, the tables should be turned. The feedback receiver now has the opportunity to return feedback. By doing this, you're showing your employee that you value and respect his input.
Make time in your schedules for regular feedback sessions.It's the greatest method for establishing and monitoring the objectives of your staff and your company.The frequency can be monthly (recommended time: 45 minutes), bi-monthly (recommended time: 30 minutes), or weekly (recommended time: 15-minutes). Hold each other accountable for these meetings and remember, ‘regular not routine’! Take a trip outside the office have a feedback session in a café or park!
Give purposeful feedback, have an agenda so that you have a genuine and meaningful feedback culture. We recommend using the SBI model (Situation-Behavior-Impact™) to structure and deliver positive and negative feedback.
As a general rule, you focus your feedback on specific conduct in a specific context. People can better grasp and implement change if feedback is linked to specific behaviors.
Give an example of how the behavior was displayed in the given context.In order to describe the conduct, but not the motivations, talk about how it affected the team or the company (thoughts and feelings).
Rather than discussing personality qualities, this approach facilitates the exchange of information on behavior. Getting stuck in discussions about the personal characteristics of an employee is a common mistake people make when giving feedback. It is not desirable to change an employee's personality or character in the first place. Someone’s traits are very personal and therefore bringing up their negative ones can be very hurtful for your feedback environment. Focusing on the behavior, on the other hand, is a positive way to help your employees grow.
Tipp: Only mention behavior that you observed yourself. Listening to hearsay could transport the wrong message. The employee receiving feedback could feel like the co-worker pointing out the behavior to you is favored. A competition or de-motivation could be the consequence.
It’s important to set clear expectations from the very beginning of your working relationship. That way employees, peers, and supervisors have a ‘north star’ to follow on personal as well as team goals.
In case you are implementing a feedback culture in an existing system, it could be a good idea to kick-off with an on-site or online event to mark the beginning of this new way of working together. Like always clear communication is key to success in feedback culture and in change management alike.
These are some ideas for how to set up and grow your team’s feedback culture. Of course, open culture and environment where employees can give and receive feedback is the most important factor when starting to implement feedback processes within your organization.If you don't want to miss our next blog post about the culture of feedback, sign up for our blog newsletter.
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