Feedback Culture - How-To-Guide Pt. I
Updated: Jul 23
According to Google’s re:work project, companies with a peer feedback culture and development planning rooted in their startup best practices improved their effectiveness by around 15% in a year! The why is clear. It’s the how that gets people stuck.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.
How to Create A Feedback Culture
Creating a feedback culture creates a positive loop of growth. High performing teams that can be open and honest with each other feel secure and safe when taking risks. Asking team members for help and being able to tackle tough challenges becomes easier, all these skills are essential to building a successful business. Here are five things to keep in mind when creating feedback culture on your team:
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 though, there are situations when giving feedback in front of others could benefit the team.
A feedback conversation is two way street. After every feedback meeting, the tables should be turned. The feedback receiver can now have the opportunity to return feedback.
Block regular feedback sessions in your calendars. It’s the best way to establish personal goals for co-workers as well as organizational targets that you stick to them. The frequency can be monthly (45 minutes), bi-monthly (30 minutes) or weekly (15-minutes). Hold each other accountable for these discussions 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 to structure and deliver positive and negative feedback. Equating the feedback to a specific behavior helps the person better understand and bolster actionable change.Describe the situation where the behavior occurred. Describe the behavior, not the motivations and then talk about the impact the behavior had on the team or the organization (thoughts and feelings). Using this method helps to communicate behavior versus personality, which is a common mistake people make when giving feedback. It’s nearly impossible to change a colleague's personality or character, as much as you may want to. It can even be quite hurtful bringing it up in a feedback environment. Focusing on the behavior is a positive way to help them grow.
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.These are some ideas for how to set up and grow your team’s feedback culture. Of course an 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.Contact us for more information of how to set up feedback systems in your company.