Feedback is one of the most important tools that a person has, specifically if that person is a leader, manager, colleague, or team member. See everyone should have a responsibility to help another person be the best professional that they can be. Sometimes we don’t see ourselves accurately or the same way that someone else sees us. So, we have a duty to provide an objective view of how another person is doing. This commitment to providing feedback is one of the primary ways that can drive performance improvement. Feedback is essential for organizational success.Â
How does one get started with creating a culture of giving and receiving feedback? Â
It all starts with you. How do you receive feedback? Are you open to feedback from others? People are watching you to see how to actively solicit and / or receive feedback. If you don’t want it for yourself, chances are you won’t deliver it effectively or you will not create a culture that embraces a culture of feedback that matters.
Establish clear expectations – Let others know that giving and receiving feedback is …. Just what we do! Communicate to the team that feedback is not only encouraged but welcomed and part of the team’s culture.Â
Offer training. Too often people are not willing to deliver feedback because they have never learned how to deliver effective feedback. Provide training to help create competency and confidence in this essential type of communication.
Create a space of psychological safety. Provide a safe environment where people’s ideas, perspectives, and suggestions are not judged or will receive any retribution.Â
Be intentional. Set regular feedback sessions to help make it an essential thread into the fabric of the culture.Â
Acknowledge and appreciate other people’s efforts. Recognize the people that have demonstrated their courage and committed to giving feedback and helping another to be successful.Â
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Building a culture of feedback does not happen overnight. It requires time and intentional effort to create an environment that is strong, sustainable, and impactful.Â
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