How to create a positive feedback culture at work?

by
AImee
March 16, 2022
Tutorials

Let's talk about feedback

This F-word is sure to make everyone on your team feel uncomfortable. People dread hearing it, and it never really helps get your point across anyway. 

Yes, we’re talking about Feedback. Most people, when they hear the word feedback, think of annual performance reviews, where managers sit them down and go over an entire year worth of critiques. These annual reviews are usually one-sided, and even the managers giving the feedback dread it. Feedback is perceived to be so difficult, because people wait to pack it all into the annual performance review. With this method, feedback grows to be too large, becomes irrelevant, and damages morale. Feedback does not have to be so big and scary, however. Here’s how you can instill a positive feedback culture in your organization.

Kill your performance management.

We all know that the annual performance review sucks, so get rid of it. Big organizations, like Netflix and Spotify, are killing their performance management, and you should too. It’s impossible to give good feedback about a person’s performance over an entire year. Feedback delivered this way is sure to be outdated, unspecific, and unhelpful. 

Make a habit out of giving positive feedback.

Instead of focusing your feedback efforts on a once per year critical feedback session, put in the work to give regular positive feedback. A person who feels appreciated will always do more than what is expected. When you make it a habit of recognizing people for the value they create, it inspires them to continue to exceed expectations. Instill a culture of positive feedback in your company and motivate your team members to go above and beyond. Our staRHs app can help you with this.

Deliver critical feedback in person.

If a team member screws up or needs to make a change, tell them immediately and face to face. Don’t let the situation pass. Open up a discussion about what exactly is wrong, what they can do better in the future, and how you can help them do better. 

Bad feedback = bad performance, while a lot of meaningful feedback = great teams.

When delivering feedback, ensure that these criteria are clear:
  1. Action: Was the action clearly described? 
  2. Situation: Was the situation clearly described?
  3. Result: Did the feedback mention the outcome of the action?
  4. Emotions: Was the feedback emotional?

Positive feedback should make your colleagues feel good. We all know that feeling, and we all want more of it! Our AI, AImee, helps to ensure that your feedback conveys the value of the contribution, the impact your colleague made, and how it made you feel, because empathy is a key ingredient of good feedback. 

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