Here's how you can foster a feedback culture in your team or organization.

Weekly check-ins with the team and individually really foster transparency within the team. I use the team check-ins to see where we are in our projects but more importantly to get the team to know each other. This fosters organic transparency within the team. In the weekly one-on-one check-ins, I make sure my team knows that those are confidential conversations and time to really open up about difficulties or hiccups. Asking, "do you need me to problem solve or listen?" can really help set the stage for open dialogue and get to the root of the problem.

How you react to feedback is extremely important. This entails positive reactions down to your body language. Your teammates, especially subordinates, will be extremely sensitive to these things. After receiving feedback, make sure to apply the feedback and then articulate to the person who gave said feedback how the feedback helped or not, and what other steps you are intending to take to move forward. These steps will slowly foster a community of trust. People need to know that their feedback is actually being considered and worked on, and the outcomes that result.

Embracing transparency helps foster a feedback culture by creating an open and trusting environment. When leaders and team members are honest about successes and failures, it encourages everyone to share their insights without fear of judgment. Transparency sets a standard for open communication, making it easier to give and receive constructive feedback. It shows that feedback is valued and used for growth, not criticism. This openness builds trust, strengthens team bonds, and promotes continuous improvement. In a transparent culture, everyone feels heard and respected, which leads to higher engagement and better performance.

A culture that values feedback asks for it. They won’t be defensive; rather, will listen to that perspective. The only way to improve any part of an organization is to allow for the free movement of information. This is beyond transparency — it is establishing psychological safety.

Transparency is not an act it is a way of being. Its starts from the top. It doesn't mean that everyone needs to understand everything but that you communicate what you can with absolute honesty. To develop transparency in a team, first trust must be built and psychological safety created. Without these things transparent two way feedback cannot exist

Leading by example is crucial in fostering a feedback culture. When leaders openly seek and accept feedback, it sets a positive tone for the team. It shows that feedback is valued and not feared. By demonstrating how to handle constructive criticism gracefully, leaders encourage team members to do the same. This behavior builds trust and openness, making it easier for everyone to give and receive feedback. Consistently modeling this behavior creates a safe environment where continuous improvement is the norm. Ultimately, it helps the team grow and succeed together.

If you want to cultivate a workplace where people feel safe (and empowered) enough to share their perspective, you’ll have to take your ego out of the equation first. Most people cannot do this, which is why feedback culture is so frequently performative. Putting one’s ego in check is hard work under the best of circumstances, but once you develop the practice of listening to others without judgment, you’ll stop being triggered long enough to actually hear them. Other people will soon recognize that it’s safe to share, which kickstarts a flywheel.

Leading by example and feedbacks are 2 very crucial stepping stones to building a strong team. As a leader, when you take feedback from different stakeholders; react positively to every review, and try to evolve constructively, making people around comfortable to voice their opinion and value their voice, the team also upholds the value of growth via feedbacks. There’s a shift in internal conversations and peer-to-peer discussions get healthy because the whole perspective changes from competition to evolution and betterment.

Mostrarse vulnerable también es una forma de liderar. El hecho de compartir preocupaciones con tu equipo, pidiendo consejos y no creerse el ser el mejor de todos. Es importantísimo saber que nadie es más que nadie y todos tienen algo que aportar, por lo que mostrar preocupación sin obviamente desesperación, simplemente mostrar la molestia por un tema puntual genera que tu equipo también busque en vos el desahogarse, el querer compartir, y es importante para mantener una cultura organizacional de retroalimentación con tu equipo. Y sobre todo, no podes esperar que haya una retroalimentación si tampoco está de tu parte! Y con esto me encantaría introducir el siguiente tema que es la inteligencia emocional y la importancia de la misma.

Practice What You Preach : Creating a culture of feedback starts with leaders setting the example. Regularly give and receive feedback to show your team that it’s a tool for growth, not criticism. By demonstrating the importance of constructive feedback, you help foster an environment of continuous improvement and open communication. Be specific and objective in your feedback, focusing on behaviors rather than personal attributes. When receiving feedback, listen actively, ask clarifying questions, and express gratitude. This approach not only sets a positive standard but also encourages a more transparent and supportive work culture. Lead by example and inspire your team to embrace feedback as a pathway to success!

Every career or profession has it's language or terminologies so to say. Training will help others see how they can horn their skills. It can be compared to a lamp that guide each steps.

Todas las habilidades se pueden aprender, ya sean soft skills o hard skills al igual que afilarse. Que quiero decir con esto? Estuve leyendo un libro que se llama "Como ser un líder" De Daniel Goleman donde habla de la importancia de la (EQ) Inteligencia Emocional. Sus casos de estudio hablan de como si bien el (IQ) es un filtro para ser líder, gerente, o alguien con un cargo alto dentro de una organización, el (EQ) es el segundo filtro más importantes. Podes ser una persona resolutiva, que sabe mucho, que es una luz en lo que se necesite, pero se demostró que si se trabaja rigurosamente en la inteligencia emocional, Podrá cumplir de la mejor manera su rol, lo que obviamente genera esta cultura de retroalimentación

No one is born with good skills. You need to do hard work. You work on yourself. The same goes for Feedback skills. We should provide training on how to get proper feedback by using the right strategies. Getting feedback is crucial to build your brand. It embraces your personality by boosting your confidence in people. Train them, embrace them, and let them conquer the world.

Cultivate a Culture of Feedback: Invest in Your Team 1- Empower with Training: Not everyone's a feedback guru. Offer workshops on giving & receiving constructive criticism. 2- Focus on Impact: Help them craft feedback that's helpful, actionable, and drives growth, not negativity. 3- The Right Tools: Equip them with frameworks and approaches for clear, respectful communication. 4- From Demotivated to Motivated: Foster a safe space where feedback is seen as a tool for development, not punishment.

Wenn gewisse Fähigkeiten/ Kompetenzen im Menschen einfach nicht gegeben sind, führt auch eine Schulung zu keinem Erfolg. Die Zusammenhänge sind viel zu abstrakt und wer das Gegenteil behauptet, lügt.

Yo que me dedico a los negocios digitales es importantísimo llevar una regularidad para encontrarte con el equipo completo de trabajo, tanto de manera individual como grupal con cada uno de ellos. Donde en las mismas es necesario tocar temas de como se sienten con la empresa, que les gustaría mejorar o cambiar, también haciendo hincapié en nuestra relación, es decir en como el equipo se siente con el líder, dejar transmitir confianza y que no te moleste o te ponga mal alguna critica, porque si van a haber represalias contra la persona que aporta simplemente porque no te gustó lo que dijo o como lo dijo, lo cual puede generar cierto rechazo, y no querer compartir más ideas por tus reacciones a la hora de que contribuyeron con opiniones.

It's normal for anxiety to set in when starting up on a career journey but don't forget that regularity can be likened to an eraser used in cleaning off an unwanted image. So also will regularity slow down any abnormal reviews and fades it off eventually thereby creating space for reviews that will yield results.

Feedback Fast Track: Ditch the Annual Reviews 1- Regular Rhythm: Schedule regular one-on-ones, team huddles. Make feedback an ongoing conversation, not a dreaded annual event. 2- Actionable Insights: Timely feedback is powerful. Don't wait for reviews - course-correct now for peak performance. 3- Anxiety Antidote: Regularity normalizes feedback. No more surprises, just growth opportunities. 4- Boost Engagement: Feedback fosters a culture of learning and development, keeping teams engaged and motivated.

Es de suma importancia la retroalimentación para regular el ritmo de trabajo en una organización, servicio o empresa. Programando reuniones de rendimiento y equipo ; así como la regularización de esta práctica ayudando a normalizarla y reduciendo la ansiedad asociada con dar o recibir retroalimentación.

Encourage a culture of feedback by leading by example. Make feedback routine, focus on development, provide clear structures for giving and receiving it, and celebrate success stories. This will create a safe space for open communication within your team.

Con mi socio nos damos feedback constantemente al igual que con el equipo que tenemos detrás, ya que son parte fundamental de la empresa y de su funcionamiento en sí. Por lo que si no hubiera un constante Peer-to-peer sería casi imposible la mejora continua de la empresa en torno a capital humano, teniendo en cuenta que son las bases de la empresa.

The role of team work cannot be ruled out. Team work gives room for support so that each one can contribute to other's success thereby making it together everyone achieved more.

Unleash Team Power: Peer-to-Peer Feedback 1- Beyond the Boss: Managerial feedback is great, but peer insights are gold. Foster a culture of open exchange. 2- Diverse Perspectives: Teammates see things differently. Unlock a wellspring of growth through mutual feedback. 3- Innovation Spark: When peers challenge and support each other, watch creativity and results soar. 4- Teamwork Wins: Feedback builds strong bonds. A collaborative team is a marketing dream team.

It's not just about me! Feedback is a two-way street, and hearing from your teammates can be super valuable. Let's create a space where we can give each other constructive feedback. Not only will it help us improve individually, but different perspectives can spark some serious innovation! Imagine all the awesome ideas we can cook up by supporting and challenging each other. Feedback is how we grow as a team, so let's get chattin'!

si bien la retroalimentación gerencial es importante así como la de pares puede ser igual de valiosa. Animando al equipo a que den su opinión. Promoviendo un sentido al trabajo al equipo y colaboración diversas perspectivas sobre el rendimiento y el comportamiento.

Choose tools that suit your organization's needs: 1. Dedicated Feedback Software: Tools like Officevibe, Culture Amp, or 15Five offer structured feedback and analytics. 2. Survey Platforms: Utilize SurveyMonkey, Google Forms, or Typeform for customizable feedback collection. 3. Suggestion Boxes: Physical or digital, they provide an anonymous way for employee input. Integrating these tools fosters a culture of openness and improvement.

Using various tools can help streamline the process and make feedback more consistent amongst your team and actionable by implementing simple measures such as one on one meeting, an anonymous email line, a suggestion box, or create a peer recognition system.

Tools for feedback? Totally worth it! Using tools to encourage feedback in your team or organization is like giving everyone a megaphone to share their thoughts. It helps voices get heard and ideas flow freely. Plus, it creates a vibe where people feel comfortable speaking up and growing together.

Es necesario aprovechar todas las herramientas y el intercambio de comentarios así cómo lo son las encuestas anónimas , proporcionar canales de retroalimentación que lo hacen accesible y menos intimidante. Estas herramientas ayudan a las tendencias de retroalimentación, medir las mejoras y garantizar que se escuchen todas las voces. Al integrar mecanismos cotidianos.

O uso de ferramentas simplifica processos e torna a cultura da empresa ainda mais transparente, através de uma comunicação clara e objetiva. Ferramentas como Slack onde pode criar grupos e segmentar atividades. Feedz que trabalha o Feedback entre o líder e o liderado, assim como também interação entre os colaboradores, podendo assim parabenizar ou alinhar melhorias entre eles de uma forma prática e produtiva.

One thing i have always find very helpful is the act of creating an anonymous feedback channels. You see, not every feedback is positive thus its imperative to always create an avenue for annoymous feedback. When members of your team realise that they wont have to be queried over their honest feedback it boost their confidence. Annoymous feedback options like suggestion boxes or online platforms, are the best forms of feedback because it enhances the need to be thoughtful, direct and honest without mincing words to impress the leaders over the outcome of the project. It ensures team members feel comfortable sharing their thoughts.

Me gustaría añadir la importancia de la comunicación interpersonal y las actividades recreativas que son fundamentales para el desarrollo intelectual y el avance de la confianza y la seguridad de los empleados

I would recomend every company to have a secret suggestion box! With anonymity, nobody feels awkward or afraid of being judged. Collegues can share their honest thoughts and ideas freely, even on sensitive topics. This way, we don't miss out on those hidden gems – the brilliant suggestions that might otherwise stay quiet.

Always find feedback as something to build a better version of ourselves, instead of something to avoid. By giving or receiving feedback, we can use it as development tool for ourselves and/or the company.

Trabalhar o Feedback anônimo e rodar uma pesquisa de NPC sobre como está alinhado a cultura da empresa, comportamento da liderança e as expectativas com a organização. Já trabalhei em uma empresa que isso rodava dentro do semestre, de forma anônima e com a pontuação geral da equipe sobre processos, pessoas e crescimento. Assim a empresa consegue alinhar expectativas e também acompanhar como está sendo o trabalho dos lideres e qual sua efetividade.