Let’s talk about something super important: creating a workplace where feedback feels like second nature—a place where we all grow together. Imagine a place where giving and receiving feedback isn’t scary but actually helps us become better versions of ourselves. That’s what we should be aiming for—a culture where feedback is as natural as saying “good morning.” That’s the essence of a feedback culture, and it’s something every organization can achieve with the right mindset and actions.
So, how do we make this happen? Here are some key aspects to keep in mind when creating such a culture.
1. Lead with Heart
You know how they say, “lead by example”? Well, it’s true. When our leaders show that they value feedback by actively seeking it out and responding to it, it sets the tone for all of us. Take Satya Nadella, for example. He’s the CEO of Microsoft, and he totally transformed the company’s culture by making sure everyone’s voice was heard, no matter their position. Satya Nadella didn’t just talk the talk; he walked the walk when it came to fostering a feedback-friendly environment at Microsoft. Instead of being the distant CEO in the corner office, he rolled up his sleeves and got involved in conversations at all levels of the organization.
He did something really cool—he encouraged open dialogue and made it clear that everyone’s voice mattered. Satya listened intently to feedback from employees, taking their ideas and suggestions seriously. Whether it was through town hall meetings, casual chats in the cafeteria, or digital platforms, he made himself accessible and approachable to everyone. Here’s the real game-changer: Satya wasn’t just a passive listener; he actively sought out feedback. He wasn’t afraid to ask the tough questions or hear the uncomfortable truths. By showing vulnerability and humility, he created a safe space where employees felt comfortable sharing their thoughts and concerns.
2. Build Trusting Spaces
Trust is like the secret sauce in a great feedback culture. We need to feel safe to speak up, knowing that our ideas and opinions won’t be brushed aside.
Let’s explore the example of Pixar Animation Studios and how they emphasize the importance of trust when delivering or receiving feedback. At Pixar, trust isn’t just a buzzword; it’s woven into the very fabric of their creative process. Imagine you’re part of a team working on the next big animated film. Every day, you collaborate with incredibly talented individuals, each bringing their unique skills and perspectives to the table.
Now, imagine that you’ve just presented your latest storyboard to the team. It’s something you’ve poured your heart and soul into, but you know it’s not perfect. As your colleagues offer their feedback, you feel a mix of nerves and excitement. But here’s the thing—you trust them. You know they have your best interests at heart, and their feedback isn’t about tearing you down, it’s about helping you make your work even better.
Trust goes both ways. When you’re giving feedback to your colleagues, you do it with empathy and respect. You understand that behind every project is a person who has poured their passion into it, and your goal is to support them, not tear them down.
This culture of trust at Pixar isn’t just a happy accident—it’s intentional. From the top down, leaders emphasize the importance of creating a safe and supportive environment where feedback is welcomed and valued. Directors like Pete Docter and Brad Bird have spoken openly about the collaborative nature of Pixar’s filmmaking process, where everyone’s voice is heard and respected.
3. Make Feedback Routine
Think of feedback as a regular check-up for our workplace health. Whether it’s quick catch-ups or more formal reviews, having regular feedback sessions keeps communication flowing and ensures nobody’s left out.
As an example, imagine you work at a small marketing agency with a quirky tradition called “Feedback Fridays.” Every Friday afternoon, the team gathers in the office kitchen, armed with cups of coffee to participate in this team ritual.
During Feedback Fridays, each team member takes turns sharing their successes, challenges, and ideas from the week. Maybe someone found a clever solution to a client’s problem, or perhaps someone struggled with a new project and could use some advice. Whatever it is, feedback flows freely and constructively, like the cream swirling into your coffee.
As the weeks go by, you notice something remarkable happening. Communication among the team becomes more transparent, collaboration becomes more seamless, and morale soars to new heights. And it’s all thanks to the simple act of coming together every Friday to share feedback and support each other’s growth. n this example, Feedback Fridays serve as a reminder that feedback doesn’t have to be formal or intimidating. By creating a regular space for open dialogue and connection, you can foster a culture where feedback feels like a natural part of the conversation, rather than a dreaded performance review.
4. Embrace All-Around Feedback
Feedback shouldn’t just come from the top down. By opening up feedback channels to everyone, we get a fuller picture of how we’re doing and where we can improve. It’s like we’re all in this together, sharing our insights and supporting each other along the way.
In a practical example, Google have ‘peer feedback circles.’ It’s like a cozy space where colleagues can share thoughts and suggestions without feeling judged. In these circles, everyone’s voice is valued equally. It’s not just about giving feedback; it’s about receiving it too. You get to hear different perspectives, learn from each other’s experiences, and grow together as a team. But in my experience, such a format is risky, as it’s a sensitive environment and full trust needs to be established beforehand, so use it with caution.
You could also implement a 360-degree feedback process, creating a fuller picture of performance and fostering a sense of shared responsibility. (Check out our consultation options for more info!)
5. Focus on Growth Together
Feedback isn’t about pointing out flaws; it’s about helping each other grow. Remember Carol Dweck’s idea of a growth mindset? It’s all about believing that we can learn and improve with effort.
Embrace that and see feedback as a way to grow, both individually and as a team. In this way you’ll find yourself becoming more confident and resilient. You’ll no longer fear making mistakes because you see them as opportunities to learn and grow. It’s not about being perfect, it’s about embracing the journey and taking the chance to learn and improve.
As a team, celebrate each other’s successes and support each other through setbacks. Feedback becomes a tool for building each other up, rather than tearing each other down. And together, you achieve great things, not in spite of feedback, but because of it.
6. Learn how to give and receive feedback
Giving and receiving feedback isn’t always easy. Not everyone is naturally skilled at giving or receiving feedback. It’s a skill that takes practice and patience to master. Organise training and support to help everyone develop the skills to share feedback constructively and accept it willingly.
During one of these training sessions, you can learn about the art of giving feedback with empathy and respect. the trainings could allow you to discover the power of active listening and self-reflection. It will encourage to focus on specific behaviors and their impact.
As you and your colleagues practice these skills together, you notice a shift in the way feedback is given and received within the company. Conversations become more constructive and supportive, and everyone feels more comfortable sharing their thoughts and ideas.
But it’s not just about the feedback sessions themselves; it’s about the relationships that are strengthened in the process. By learning to give and receive feedback with empathy and respect, you deepen your connections with your colleagues and create a culture of trust and collaboration.
7. Celebrate Feedback Wins
Amidst the focus on improvement and refinement, it’s equally important to pause and celebrate the victories that arise from feedback. This brings us to point 7, a vital aspect of nurturing a feedback culture: the art of celebrating feedback successes. Don’t just acknowledge feedback’s role in identifying areas for improvement, celebrate its impact on achievements—big and small. This creates a culture of positivity, motivation, and continuous learning.
You can do this by sharing stories of how feedback has made a real difference. Whether it’s a small improvement or a big breakthrough, celebrating these wins encourages others to embrace the feedback culture with enthusiasm.
During these gatherings, you share stories of how feedback led to breakthrough moments or helped overcome obstacles. Maybe someone received praise from a client for implementing their suggestions, or perhaps a team member’s openness to feedback inspired others to do the same.
But it’s not just about the big wins; it’s about acknowledging the small victories too. Maybe someone tweaked a presentation slide based on a colleague’s feedback, and as a result, the client was more engaged. Or maybe someone took a risk and tried something new based on a team suggestion, and it paid off.
AND SO
As we come to the end of our exploration into fostering a feedback culture, let’s take a moment to soak in what we’ve learned. It’s not just about pointing out what needs fixing; it’s about building a community where we grow together, support each other, and yes, celebrate our wins along the way.
But here’s the real magic: by creating spaces where feedback feels safe, by giving everyone the tools to share and receive feedback with respect, and by taking the time to celebrate the victories that come from acting on feedback, we’re building a feedback culture together.
