Lessons from Netflix: the power of feedback

Deep down, we all know that constructive feedback can fuel our growth much faster than praise alone. But let's be honest, no one really enjoys receiving it. Whether it's a note about our presentation skills or a critique of a project we're proud of, feedback can feel uncomfortable and even personal. However, in these moments, we have the greatest opportunity to learn and improve.

According to a Zenger Folkman survey of 2,700 respondents, almost two-thirds felt that their performance and career success would have increased substantially if they'd received more feedback. Moreover:

• 94% of recipients said corrective feedback improves their performance when presented well;
• 60% of employees said they hadn't received useful feedback in the past six months, despite 62% of leaders believing they provided honest, straightforward feedback.

What's the main takeaway of these stats? While feedback can be uncomfortable to hear, it's a highway to growth. And most of us recognize that feedback, especially the kind that points out where and how we can improve, is crucial to getting better at what we do.

How do we turn that understanding into action? We can learn a thing or two from the book No Rules Rules, written by Netflix co-founder and former CEO Reed Hastings and Erin Meyer. Netflix says it created a culture where feedback is a practice embedded into everyday interactions. And here's how they do it.

A brief look into Netflix's feedback culture

At Netflix, feedback isn't confined to annual reviews or top-down critiques. Instead, it's a continuous, all-directional flow of open communication. The company focuses on cultivating an open, candid environment where positive or negative feedback is seen as a powerful tool that drives extremely high talent and performance.

Key principles of Netflix's feedback culture:

Radical candor. Netflix encourages employees to be honest and direct with their feedback, focusing on performance and improvement rather than sugarcoating to avoid hurt feelings. The goal is to make feedback valuable for personal and team growth.

360-degree feedback. Netflix encourages feedback to flow in all directions: upward, downward, and laterally. This ensures that every employee, regardless of their position, can learn from their peers, managers, and subordinates.

Feedback as a gift. Netflix encourages employees to view feedback as a gift intended to help them improve. This way, receiving criticism becomes less about feeling attacked and more about the opportunity to learn.

No fear of retaliation. Netflix employees know they can provide candid feedback without fear of backlash. There's a safe space for honesty, which leads to more transparency and meaningful, actionable insights.

Actionable tips for fostering THE feedback culture:

1. Establish regular feedback channels. Create formal opportunities for feedback during team meetings or after project milestones. But also encourage informal, everyday feedback. The more routine it becomes, the less daunting it will feel.
2. Promote 360-degree feedback. Enable feedback to flow in all directions — encourage employees to give feedback to their managers and peers, not just receive it. This flattens hierarchies and fosters a more inclusive and open work environment.
3. Train teams on how to give and receive feedback. Offer training on providing feedback that's actionable and constructive. Equip employees with the skills to frame feedback in a way that is helpful and to receive it with an open mind.
4. Recognize and reward feedback. Acknowledge individuals who actively contribute to a feedback culture. Whether it's someone who gives useful input or someone who openly receives feedback and improves. Share stories and be bold about it. Recognizing these behaviors encourages others to participate.

Netflix's 4A guidelines for feedback

Netflix developed the 4A feedback guidelines to ensure well-intended and effective feedback. These guidelines help structure feedback to be as constructive and practical as possible.

When giving it:

1. Aim to assist. The primary intention behind feedback should be to help the recipient improve. It's not about pointing out faults. It's about offering advice that can make a difference. Example: instead of saying, "Your presentation lacked clarity," try, "You could clarify your presentation by organizing the main points more clearly and limiting the amount of text on each slide."
2. Actionable. Feedback needs to be specific and focus on areas the recipient can actually improve. Vague feedback like "be more professional" doesn't provide enough direction for meaningful improvement. Example: "You could improve your email communication by summarizing key actions at the end of your messages."

When receiving it:

1. Appreciate. When receiving feedback, it's essential to appreciate the effort behind it. Even if it's hard to hear, taking the time to reflect on and value the feedback can shift your mindset from defensive to open.
2. Accept or discard. Not all feedback will be equally valuable. After thoughtful consideration, decide whether it is something you should act on or set aside. The important part is being open to it initially. If someone offers feedback that doesn't resonate, don't feel pressured to implement it right away. Instead, reflect on why it was given, and decide if it's useful for your specific goals.

Final thoughts

When done right, feedback, though sometimes uncomfortable, is an invaluable tool for growth. By fostering an environment of radical condor and actionable feedback, Netflix has built a culture of continuous improvement.

For the rest of us, learning from these principles can help create an environment where feedback is not feared but embraced. So the next time you give or receive feedback, ask yourself: is it actionable? Is it aimed to assist? And most importantly, is it helping the person grow? After all, it really can be a gift, and how we use it impacts how much we grow.