Here's how you can foster a culture of feedback in your workplace.

In my experience, building a culture of feedback is all about open communication. Here are a few things I've found effective: 1. Regularity is key: Integrate feedback into everyday interactions, including both praise and constructive criticism. 2. Growth mindset: Frame feedback as a development tool, not punishment. Help colleagues see it as a learning opportunity. 3. Psychological safety: Foster a safe space where honest feedback is encouraged without fear of judgment. 4. Two-way street: Feedback should flow freely in all directions, including upwards to leaders. 5. Actionable focus: Keep feedback specific and actionable so colleagues can implement suggestions and track progress.

Brief your task to your employees in terms they understand. Be clear on your expectations. Take questions to clarify the task, define what you will accept as success, provide the tools and sit back and watch them amaze you with inovation. Finally provide feedback. Also have them provide milestones to brief you during course development for an azmit check.

Fostering a culture of feedback begins with creating a safe and open environment where communication flows freely. Start by leading by example—demonstrate receptiveness to feedback and actively seek it out. Implement regular feedback sessions, both formal and informal, where employees can share their thoughts, concerns, and suggestions openly. Provide specific, constructive feedback that focuses on behaviors rather than personalities, and encourage others to do the same. Additionally, train managers and employees on effective feedback delivery and active listening skills. Recognize and reward individuals who provide valuable feedback and demonstrate a commitment to improvement. Lastly, follow up on feedback received.

Creating a culture of feedback in your workplace starts with transparency. Transparency isn't just about sharing information; it's about opening the doors to honest conversations. It's key for managers to lead the charge, sharing their decision-making processes and inviting input from all corners. When your team understands the why behind the what, they're more likely to offer valuable insights that align with the company's goals.

Transparency is a cornerstone of effective leadership, as I've witnessed throughout my career in the Marine Corps and beyond. By sharing company goals, challenges, and successes openly, you create an environment where employees feel valued and involved. This approach leads to more insightful feedback aligned with organizational objectives. I've encouraged leaders to share their decision-making processes, which demystifies leadership actions and fosters a sense of trust and inclusion. This transparency not only enhances team engagement but also drives a culture of continuous improvement and collaboration, essential for achieving collective success.

As a leader, it's crucial to create a work culture that has a circle of safety. The entire team, including you, will have different opinion and sentiments on the management style and policies of the company. Therefore, it's important to hear people out and empathize with them on their POV of the situation. Having a one to one meeting with your staff every quarter can be a channel for transparency and can give you an idea on how you can be more effective as a leader. Be open.

At the start, show people that they can trust you. Be the person to whom they go for advice and can talk about their work and even life. This means building relations with your colleagues. Build a culture where people appreciate the work of each other. After this, you can start implementing the feedback sessions.

From my experience with agile retrospectives, I've seen how regular feedback sessions can transform team dynamics. These retrospectives provide a structured opportunity for reflection and open discussion, making feedback a natural part of the workflow. By embedding this practice into routine operations, teams become more comfortable with giving and receiving feedback, leading to continuous improvement and stronger collaboration. This approach not only demystifies the feedback process but also ensures that it contributes to the team's ongoing development and success.

One training I found helpful-even more helpful than a regular "leader's course" is business coach course. Since then I encourage one-to one 20-30 minute meetings twice a year, then we also sum it up in a full team meeting. Communication is open in a viber group and I offered my employees many times to contact me directly if they need support.The key is care. Do you really care your people?

In our company, we have 3 levels of feedback: - anonymous feedback form every quarter. A person fills in the form and answers a few questions. - personal feedback session. Our CEO meets with each employee every month. This is a safe space where you can get feedback and give your own. - retrospective meeting. It is a meeting for all team members to discuss our monthly sprint. The first one was quite slow, but after people saw that something was changing, they started to give feedback publicly and more enthusiastically.

Acknowledge and appreciate good work. Positive feedback motivates employees to continue their efforts. Train managers and employees on giving and receiving feedback effectively. Communication skills matter. Make feedback part of daily routines. Regular discussions normalize the process. Follow up on feedback. Show how it led to improvements or changes. Closing the loop reinforces its value.

From my work on enlisted education advancement, I’ve seen the profound impact of continuous learning on career progression. By treating feedback as an integral part of this process, team members are more likely to embrace it and use it to fuel their growth. Initiatives such as mentoring programs and workshops not only enhance feedback skills but also foster a culture of ongoing improvement and excellence. This approach ensures that feedback is constructive, frequent, and aligned with both personal and organizational goals, driving sustained development and success.