Creating a Culture of Feedback Between Co-Workers

Every company has rules about how to handle customer feedback. An organization with a strong culture welcomes criticism and applies it to help people, teams, and the organization thrive. Voices from employees are important.

Creating a Culture of Feedback Between Co-Workers

Employee engagement is significantly impacted by how a firm integrates feedback into its culture. 

According to research, highly engaged organizations are likelier to implement feedback efforts, including one-on-one meetings, formal award programs, and annual staff surveys. According to numerous studies, rewarding employees boosts productivity and retention.

When it comes to aiding a merger transfer, lowering turnover, or enhancing business communication, organizations with a strong feedback culture enable their employees’ voices to lead company improvements. Additionally, when businesses pay attention to employee feedback, their bottom lines often improve.

Tips to Build a Feedback Culture

A feedback culture is intentionally designed; it doesn’t just happen. So how can you strengthen the culture of feedback to raise employee productivity? Here are some suggestions for creating a culture of feedback:

1. Inculcate a Mindset for Growth

Individuals with a growth mindset think they can improve their skills with commitment and effort. They value learning and see their natural talents as a place to start.

Positive feedback cultures value this way of thinking. They place a high emphasis on learning and growth and see feedback as a chance to get better. Furthermore, they demonstrate their worth by incorporating it into their operations rather than merely declaring it.

2. Impart Feedback Training

Feedback-giving and accepting our abilities. They need to be developed and practiced, just like any other skill. Provide your staff training and materials to help foster a feedback culture.

3. Set the Example Right from the Top

Employees are more inclined to follow suit and practice strong feedback practices when leaders set an example for them to follow. Your leaders must improve their capacity for providing and receiving feedback and serve as role models. 

They must recurrently solicit feedback (both vertically and horizontally within the hierarchy) and demonstrate clearly that they do so.

4. Build a Feedback-Safe Environment

A key component in fostering a feedback culture at work is having staff members who are prepared to provide candid feedback. Workers need to feel secure and understand that providing feedback won’t result in negative consequences.

Various workers will be more or less comfortable giving and accepting feedback. Being courteous and refraining from coercing feedback is crucial. If you can’t tell if someone is prepared to provide or receive feedback, use emotional intelligence to make a judgment call.

5. Make it a Routine

Perfectionism is attained via practice. Feedback becomes expected when it occurs frequently. It becomes a part of routine activities, and we get better at it.

Traditions, customs, behaviors, artifacts, and language are all components of culture. Seek out chances to establish these cooperative experiences for providing and receiving feedback.

Conclusion

A crucial instrument for allowing staff members to communicate their opinions and feedback to superiors is the upward review. Via their supervisors and leaders, they may use this to alter the organization for the better. Employees significantly raise their job satisfaction and their manager’s performance by implementing a culture of upward reviews.

About the Author

 Simon Chou is the Vice President of Operations and Growth at BCjobs.ca. Over the course of his career, he carved a niche in brand development, marketing strategy, and online presence for startups. Prior to joining BCJobs.ca, Simon was an advisor for several global blockchain projects including Litecoin, NEM, and Ripple. In the past, he also worked with Fortune 500 companies in the healthcare space through SM Digital—a global marketing agency.