Maintaining a Feedback Culture in Your Company

Maintaining a Feedback Culture in Your Company

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Whether you’re the head of recruitment or a team leader to a small and humble team, hearing out what others have to say is vital to build and maintain a good relationship with them. To make that happen, communication is key. Effective workplace communication will allow room for better understanding, managing expectations, permitting growth, and increase job satisfaction.  

Most people fear feedback due to the preconceived notions that it’s mostly negative; especially criticism. In essence, it’s meant to be balanced and unbiased. Giving and receiving consistent feedback should be practised in organisations to keep things moving, improve employee morale and heighten productivity.

We’ve narrowed down some main points about cultivating a rich-feedback culture in your organisation. Read on to find out what they are!

Treat Feedback as Part of Growth

Incorporate feedback as part of your company or team culture. Do not make it a one-off thing but practice it until it’s regarded as normal. Introduce feedback to employees as one of the approaches to personal development in the company, without having to wait for yearly appraisals to find out their strengths and weaknesses. Real-time and effective feedback gives room for quick improvements and adjustments should there be a need. During the hiring process, look out for individuals who value feedback and feel comfortable giving feedback to easily integrate the feedback culture into your organisation.

“We all need people who will give us feedback. That’s how we improve.”- Bill Gates

Be an Example, Show Accountability

Following the leader plays a huge role here. Walk the talk and show your employees your worth. As a boss, you need to be transparent and don’t avoid or ignore any questions from your team members; for example during open floor Q&As at a town hall meeting. Be confident and respond with grace, share your insightful views and act accordingly. Another thing to do is to inquire. Be ready with questions you can ask your employees or management team. Plan your questions in such that the feedback provided by them can be a source of inspiration, be it a reminder, an eye-opening comment or a suggestion towards improving your organisation.

Give Feedback Training

Some people aren’t accustomed to giving feedback, so train them to do so. Giving improper feedback can cause hurt, disrespect, defensiveness, miscommunication, and awkwardness. The manner in which self-improvement feedback should be given must be presented in a positive light. This is because people are more accepting towards it hence making it an effective way to communicate and strive to be better.

Nurture junior executives to give constructive comments, views, and ideas from the beginning so that they will make better and outspoken leaders. Another example is to learn to give praise. It’s not taboo to give a few good words or two without being called a suck-up; so consider encouraging it in your organisation too. Studies have shown that it can be a mood-lifter and increase job satisfaction for all job levels.

“There is no failure. Only feedback.”- Robert Allen

Related: How to Conduct an Effective Employee Performance Review

Provide an Open-Feedback Environment

Corrective and positive feedback should be received and given in a safe environment. Employees must feel safe and trust you with their views or comments. Performance reviews can be uncomfortable and talking about your weakness is not exactly enjoyable either. This is why to have weekly reviews can ease the process and reap more benefits between you and your employees. It’ll help cultivate a better relationship. Remember, it’s a two-way street so do not shut your employee down if they bring up sensitive topics like an undeserving raise or promotion. Hear them out, they could have valid reasons (like new commitments or raising a family) and may be willing to work harder to earn their place. 

A good leader does not only provide feedback to his or her team but also seek constructive criticism. In order to lead people, every individual must be constantly learning and growing, and what better way to train one’s self than to learn from one’s own experience. One of the leadership lessons mentioned in an article by Leaderonomics is continuous improvement, which is indeed the end goal of embracing feedback.

Extend Various Feedback Channels

Lastly, present options for feedback giving for your employees. Prepare internal online feedback forms, hard copy forms or give incentives to departments that provide constant feedbacks to improve your organisation. Run weekly or monthly gatherings with your team leaders to hear the latest updates about their tasks and look into their wish lists to help them work and perform better. It’s highly important for HR practitioners to do audits on the job satisfaction via real-time feedback to retain strong talents in the organisations, so do take note.

In conclusion, giving and receiving feedback is important in an organisation. It should be maintained and practised from the top level downwards. We can’t avoid it because every task handled requires a reflection and a feedback to build a stronger foundation.

Related: 10 Mistakes Managers Make That Cause Good People to Leave


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