Here's how you can foster feedback among team members as a leader.

In my experience being non judgmental about perspectives and diverse viewpoints can create a safe space for team members that makes them feel comfortable. To encourage openness within the team develop awareness that feedback is about individuals actions and behavior, it does not determine worth of the person can develop comfortable space within the team and practicing to detach feedback from personal identity can help to accept and act upon.

Fostering feedback among team members requires embracing openness. Create an environment where everyone feels safe to share their thoughts. Encourage constructive criticism and active listening. Make feedback a regular part of your team’s routine. Open communication leads to continuous improvement and strengthens team dynamics. As a leader, model this behavior and inspire others to follow suit.

Most people recognize openness when they experience it; it's a feeling of comfort and acceptance. As leaders, showing openness through language is important, but truly embodying it is where many managers fall short. The ability to detect authenticity is powerful. Saying the right inclusive words is a start, but genuinely meaning them takes it to another level. Your team and peers can sense authenticity, and without it, your words are just words. True openness and inclusivity happen when leaders not only say the right things but also genuinely believe and embody them.

🌟 Cultivating Feedback Culture: Tips for Leaders 🌟 Lead by Example 🎯 Create Safe and Open Spaces 🛡️ Offer Constructive Criticism 🤝 Encourage Peer-to-Peer Feedback 👥 Establish Regular Feedback Sessions ⏰ Actively Listen and Acknowledge Input 👂 Set Clear Expectations for Feedback 📋 Follow Up and Implement Changes 🔄 Empower your team to thrive with a culture of feedback and growth! #LeadershipDevelopment #FeedbackCulture

Create a safe space where everyone feels comfortable sharing their thoughts without fear of retribution or dismissal. This means actively listening to what others have to say and considering their perspectives. As a leader, model the behavior you want to see by sharing your own constructive feedback and showing appreciation for the diverse viewpoints within your team. When team members see that openness is valued, they'll be more willing to give feedback. For example, a manager at Google holds regular "open mic" sessions to encourage candid discussions. Similarly, Netflix's culture of transparency has led to a highly engaged and innovative workforce. I used to hold coffee with the CEO to elicit feedback. 😊 #TeamCollaboration

Let your team know that feedback is not only welcome but expected as part of their professional development. Outline the benefits of giving and responding to feedback, such as improved performance and better team dynamics. Explain how feedback should be constructive and focused on behaviors and outcomes rather than personal attributes. By establishing guidelines, you help remove ambiguity and make the process of giving feedback easier for everyone. For instance, at Adobe, managers are trained to give actionable feedback, leading to significant improvements. Similarly, Microsoft's growth mindset culture encourages continuous feedback, boosting innovation. 😊 #FeedbackCulture

Setting clear expectations around feedback is crucial in my outsourcing business. I make it clear to my team that feedback is not only welcome but expected as part of their professional development. For instance, I outline the benefits of giving and responding to feedback, emphasizing how it leads to improved performance and better team dynamics. I explain that feedback should be constructive, focusing on behaviors and outcomes rather than personal attributes. By establishing these guidelines, I help remove ambiguity and make the process of giving feedback less daunting. This clarity empowers my team to engage in meaningful feedback, fostering a culture of continuous improvement and collaboration.

Tell them feedback is good, not bad. It helps everyone grow and work better together. Focus on what people do, not who they are. Clear expectations make feedback less scary for everyone.

Setting clear expectations around feedback is critical - everybody must talk and keep each other up-to-date at all times, not wait for specific meetings if something needs to be communicated. The biggest message and expectation that I always give to my teams is:- "Bad News Is Better Than No News" "At least we can fix it if we know about it, but we cannot fix what we don't know about"

Clear objectives and goals set up expectations. Then those expectations are subject to feedback. Promise Management is such an invaluable tool on that aspect. The talent sets up their promise to expectations, which makes it better to measure (as long as they are realistic. I’ve seen more than enough so-called-leaders set their talent for failure with unrealistic expectations).

El feedback es un proceso por el que un interlocutor nos devuelve, en forma de reacción o comentario, una respuesta ante un asunto, comportamiento o hecho determinado. En este contexto dicha respuesta podemos usarla como método de control sobre el resultado obtenido de una tarea, actividad o conducta. Algunos tips de como hacerlo con eficiencia: Paso 1.- Identificar el objetivo a cumplir a través de un comportamiento o conducta determinada. Paso 2.- Describir de manera objetiva, precisa, con detalle y a través de hechos observables, la conducta analizada. Es importante saber que el feedback se ofrece al comportamiento y no a la identidad del sujeto. Paso 3.- Ofrecer esta información al sujeto para que la integre y cambie su conducta,

Training is a game changer for gaps in performance however what maybe an alternative is immediate feedback and open communication. The employee may bring a fresh perspective to the business. This is critical to identify as a leader for new ways of working that maybe more efficient and cost effective.

Training is important and so is modelling! As a leader ask and give feedback. Exemplify the behavior or else your team won't consider it a normal thing to do.

Providing training on how to give and receive feedback effectively has been transformative for my outsourcing business. I offer workshops that equip my team with essential skills for constructive communication. For example, we focus on using "I" statements to express feelings without assigning blame and emphasize the importance of being specific and objective. These sessions empower my team with the tools they need for meaningful feedback exchanges. By enhancing their confidence and competence in giving and receiving feedback, I ensure that everyone can contribute to a culture of continuous improvement and collaboration. This approach has significantly improved our team dynamics and overall performance.

Training is essential in all areas of business, however, in the area of feedback, I have always found that "Leading by example" and "On-the-Job" training are the most effective. When the team see how the leader effectively communicates, they will be more than willing to follow in the same way. And if the team is struggling, the leader should be able to extract the required information by simply asking a series of questions from the team to encourage the communications to start (and continue).

Encouraging regularity in feedback has been vital to our success in the outsourcing business. I empower my team by integrating feedback into our regular meetings and setting aside dedicated times for check-ins. This ongoing dialogue helps normalize the process, making feedback an integral part of our workflow. For instance, during our weekly meetings, we spend a few minutes discussing recent projects, highlighting both successes and areas for improvement. This regularity allows for timely discussions about issues or concerns, preventing them from escalating and fostering a proactive approach to problem-solving. It ensures that everyone feels heard and valued, contributing to a more cohesive and efficient team.

Agreed meeting should be set in place in every environment, with the timing of such meetings also set in accordance to the requirements, for example:- - Daily production meetings - weekly project meetings - monthly operation reviews - quarterly financial reviews - half-yearly budget reviews - Annual Operating Plans - etc., However, the team must know that feedback, communications, discussions, etc., should not be limited to just the meetings; they are an essential part of the business at all times, whether formal or informal, and often must be followed up by simple notes or written communications that will allow confirmation of what was agreed by all parties.

I know that this might sound simple, but ask for it! Consistently as for your team's feedback about everything and anything. You, as the leader, need to be consistent in your request for feedback.

Acting on feedback is crucial for fostering a responsive and dynamic team environment in our outsourcing business. When my team members provide input, I make it a point to follow up on their suggestions and discuss potential implementations. For example, a team member once suggested a new tool to streamline our project management. After evaluating the tool's potential benefits, we adopted it, significantly improving our efficiency. By demonstrating that feedback can lead to tangible changes, I empower my team and show that their opinions matter. This transparency and accountability build trust, making everyone more invested in the feedback process and reinforcing its importance within our team.

When feedback is received, generating (or updating) Action Plans is essential, not only to make sure that the team agrees on what has been done (or what needs to be done next) but also to make sure that any, and all, feedback is acted upon to ensure success - this will also encourage the team to give more, and better, feedback. This will allow all decision-making to be completely transparent to the team with their input as required.

Just saying something doesn't make it true, especially when you're the boss. How many businesses do you know that claim to 'encourage collaboration' and 'work life balance' and then you see their offices and it's simply not the case. People want to know their feedback is going to mean action and if it doesn't, why. Act either way - tell them why you can't act, or show them the action. This will build momentum which will, in turn, increase feedback.

It's to create a safe environment by establishing a culture where feedback is welcomed and valued; emphasizing that feedback is meant to be constructive and focused on improvement rather than criticism.

This is tied to promise management, just on the other side of the plate. When you provide constructive feedback, there must be a call-to-action and a promise made by the leader to support the talent in their journey. If no promise is made, then the feedback is left up in the air with no resolution.

Here are three traps to avoid: 1. Only Giving or Hearing Positive Information: While positive feedback is important, it's also crucial to provide constructive criticism. Avoid the trap of only giving or hearing positive information, as this can lead to complacency and missed opportunities for improvement. 2. Failing to Create a Safe Environment for Feedback: Feedback should be given in a way that makes team members feel safe and supported. If people fear negative consequences, they may not be open to receiving or giving honest feedback. 3. Not Acting on Feedback: When feedback is given, act on it. Failing to follow up can make team members feel that their input is not valued, and discourage them from providing feedback in the future.

Have an open conversation with the entire team about the culture they want. Get them to recognise that they need feedback to be able to grow. Agree as a team how feedback will be both given and received, and remind everyone that the feedback comes from a place of positive intent - to help them! Feedback is to help them do better, not feel better.

Encouraging feedback is crucial for team and individual development. Many teams struggle with open communication, hindering improvement, innovation. Regular feedback helps team members feel valued and understand their performance, boosting morale, productivity. Constructive feedback enhances skills, builds confidence, and fosters collaboration. As a leader, foster a feedback-rich culture by implementing structured feedback processes, ensuring everyone has a voice and receives valuable input. Set clear expectations about feedback's importance, facilitate regular sessions, provide training on giving and receiving feedback, and lead by example by seeking feedback yourself. This will create an engaged, transparent, and high-performing team.

For fostering feedback positively Following are ways to build a team with 1. Mutually trust respect and integrity within the team and leader 2. Accept and celebrate the uniqueness of each team member 3. Build a leadership quality in each of the team members so that they can take a risk for innovation 4. Know your own strength and weakness and your team member strength and weakness to delegate the work effectivity 5. Know the need, desire & style of yourself & your team member 6. Give credit to your team for the success and also give appreciation to the team member in front of the whole team as well as take d responsibility on yourself 4 failure