{"id":16405,"date":"2018-05-15T19:33:59","date_gmt":"2018-05-15T19:33:59","guid":{"rendered":"http:\/\/www.sparkvisionnow.com\/?p=16405"},"modified":"2018-05-15T19:33:59","modified_gmt":"2018-05-15T19:33:59","slug":"how-to-build-a-feedback-culture","status":"publish","type":"post","link":"https:\/\/sunneez.com\/sparkvision\/how-to-build-a-feedback-culture\/","title":{"rendered":"How to Build A Feedback Culture"},"content":{"rendered":"
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6 Essential Tips to Build a Feedback Culture That Fosters Trust and Growth<\/h1>\n

One of the best ways to create a culture of trust and respect is by acknowledging, addressing and improving\u2013based on direct feedback from your colleagues and stakeholders. Without feedback<\/a> from those who have our best interests in mind, we will never grow. When we think of feedback as the stepping stone to growth, it can shift it from a scary experience to one of excitement and opportunity. Creating a feedback culture is key.<\/p>\n

By formal definition,\u00a0<\/em>feedback is\u00a0information about reactions to a product, experience or a person\u2019s performance of a task, used as a basis for improvement<\/em>. I\u2019d challenge that definition because it implies that the only kind of feedback is constructive criticism. Feedback can\u00a0and should also be\u00a0<\/em>that of affirmation and validation on what is going right.<\/p>\n

Feedback is one of the most untapped resources in town. With it, organizations and individuals can remove the guesswork on what is going well and what can be improved. But that can only happen when a culture of trust, transparency, and accountability are in place.<\/p>\n

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Looking for tangible ways to improve your process around feedback and mutual growth? Here are 6 tips on how to create a feedback culture:<\/h3>\n<\/div>\n

1. Make sure it goes two ways. <\/strong><\/h5>\n

If you\u2019re dishing it out, make sure you\u2019re receiving it at equal levels. Oftentimes, we think it\u2019s a manager\u2019s role to provide criticism for their team members. It\u2019s short-sighted to think that those very teammates don\u2019t have feedback for their supervisor. Want to make sure that happens? At the end of a one-on-one meeting ask,\u00a0\u201cWhat could I be doing differently to help you with your success?\u201d\u00a0<\/em><\/p>\n

2. Provide the good\u00a0<\/strong>and<\/em><\/strong>\u00a0the constructive.\u00a0<\/strong><\/h5>\n

If you\u2019re only telling someone how they can improve, imagine what a toll that can take on their sense of belonging, value, and confidence. Now I\u2019m not saying to do the \u201cpraise sandwich<\/a>\u201d (that\u2019s such BS!<\/em>) or give compliments that aren\u2019t earned; I feel it\u2019s equally as important to recognize when things are going right as it is when they\u2019re not.<\/p>\n

3. If you can say it to a dog, it\u2019s not feedback.\u00a0<\/strong><\/h5>\n

This is on my favorite sayings list for a reason. Think about it\u2026\u201dGood job,\u201d or \u201cWell done,\u201d gives no context for what was done well! The more specific you can get, the better. Consider this, instead:\u00a0\u201cKesha, you did amazing work on that presentation. I was particularly impressed by the graphics you chose and the speed in which you walked the audience through your key points.\u201d\u00a0<\/em><\/p>\n

4. Give feedback when you have first-hand knowledge.<\/strong><\/h5>\n

I can\u2019t tell you how many of my cross-generational clients are in full\u00a0rage mode<\/em>\u00a0telling me they\u2019re being evaluated for work their manager has never experienced first-hand. In particular, I know an event planner whose supervisor never came to their events, yet had lots of feedback on what they could be doing better. How is it possible for the manager to know if they\u2019re never showing up?<\/p>\n

5. Consistently ask for feedback in group AND one-on-one settings.\u00a0<\/strong><\/h5>\n

When reviewing the highs and lows of an experience together, make sure \u201cfeedback\u201d is part of the agenda. For people who aren\u2019t especially vocal, meet with them individually to check in about their experience and what could be done differently from their perspective. Be clear and direct:\u00a0\u201cWhat is one thing we could have done better?\u201d<\/em>\u00a0vs.\u00a0\u201cAny feedback?\u201d<\/em><\/p>\n

6. Provide examples of feedback from others.\u00a0<\/strong><\/h5>\n

Should you hear crickets when asking for feedback, it often helps to give an example of what you felt could have been done more effectively. For example, an organizational staffer could say: \u201cOne of our volunteers mentioned that he didn\u2019t feel the updates were a good use of our tutoring time together. I had never thought of it that way because it\u2019s always been our routine. How do you all feel? Would you prefer to get the in-person updates via email moving forward? Or could we use that time together differently? I\u2019d love to hear your thoughts.\u201d<\/em><\/p>\n

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Should you engage in any or all of these tips, remember that your tone of voice and body language play an enormous role in how safe people feel in speaking up. It\u2019s critical to creating a feedback culture that is embraced vs. feared.<\/p>\n<\/div>\n

So, what can you do TODAY to own your role in creating a feedback culture?<\/h4>\n<\/div>\n
<\/div>\n","protected":false},"excerpt":{"rendered":"

6 Essential Tips to Build a Feedback Culture That Fosters Trust and Growth One of the best ways to create a culture of trust and respect is by acknowledging, addressing and improving\u2013based on direct feedback from your colleagues and stakeholders. Without feedback from those who have our best interests in mind, we will never grow. 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