{"id":195,"date":"2018-05-15T17:26:51","date_gmt":"2018-05-15T17:26:51","guid":{"rendered":"https:\/\/danielvlopes238992071.wordpress.com\/2018\/05\/15\/7-tips-to-help-build-a-culture-of-feedback\/"},"modified":"2025-02-28T13:41:58","modified_gmt":"2025-02-28T21:41:58","slug":"7-tips-to-help-build-a-culture-of-feedback","status":"publish","type":"post","link":"https:\/\/canopy.is\/blog\/2018\/05\/15\/7-tips-to-help-build-a-culture-of-feedback\/","title":{"rendered":"7 tips to help build a culture of feedback"},"content":{"rendered":"

Beer taps and foosball tables aren\u2019t signs of a strong company culture\u200a\u2014\u200ahonest communication and rigorous + respectful debate are. Here\u2019s how to build a culture of the\u00a0latter.<\/em><\/h4>\n
\n

<\/p>\n<\/figure>\n

Culture, at its core, is not what we outwardly say or show. Culture is rooted in our basic underlying assumptions<\/a>\u200a\u2014\u200awhat we truly<\/em> believe, even when we choose not to verbalize those thoughts. In order to tap into our basic underlying assumptions and ensure they\u2019re aligned across the team, we have to engage in feedback. We have to create a culture where people are willing to talk about what they\u2019re really <\/em>thinking, challenge those thoughts, and find out where the overlap is with their peers.<\/p>\n

A culture that\u2019s built on feedback\u200a\u2014\u200athe honest, rigorous exchange of beliefs and ideas\u200a\u2014\u200afar outlasts a culture that hinges on office or experiential perks. Free lunches, massages in the office, ping pong tables\u2026 Those artifacts, while pleasurable, are only surface-level. A culture of feedback is what ultimately enables a team to perform its best.<\/p>\n

While creating a culture of feedback is a nuanced process that can take months (or years!) to fully cement, here are seven tips to get you started:<\/p>\n

    \n
  1. Learn to <\/strong>give constructive feedback<\/strong><\/a>.<\/strong> It seems simple and straightforward, but it\u2019s often difficult, and many managers admit to pushing off the tough conversations or sugar-coating feedback.<\/li>\n
  2. Deliver the bad news<\/strong><\/a>.<\/strong> Believe it or not, it makes you a better leader. It helps you engage with your team more and tell them what they actually want to hear.<\/li>\n
  3. Master the art of receiving difficult feedback<\/strong><\/a>.<\/strong> This one is tough for many people, and one I struggled with early on in my career. Remember, it\u2019s not about what\u2019s true to you, it\u2019s about what\u2019s true to the person delivering it.<\/li>\n
  4. Effectively prepare for<\/strong> one-on-one meetings<\/strong><\/a>.<\/strong> Don\u2019t short-change yourself or your employees by phoning in these important conversations. Prepare questions to ask to better focus the meeting, which is a critical component of a feedback culture.<\/li>\n
  5. Have you ever found yourself delivering a <\/strong>shit sandwich while sharing difficult feedback<\/strong><\/a>?<\/strong> You know, the layering of good-bad-good feedback? Stop doing this! It\u2019s disingenuous and not helping you or the employee.<\/li>\n
  6. Close the feedback loop<\/strong><\/a>.<\/strong> If you want to be a good manager, you can\u2019t just make the call. You have to also explain it.<\/li>\n
  7. Go first<\/strong><\/a>.<\/strong> You can\u2019t expect your co-workers to be open with you if you\u2019re not open with them. You\u2019re the leader, so it\u2019s important that you set the right tone in a feedback culture by not being afraid to dive in.<\/li>\n<\/ol>\n

    For a deeper dive, be sure to check out our “Feedback Loop<\/a>\u201d module in Canopy. The first few lessons are free \u2013 as are hundreds of daily tips. Try\u00a0Canopy<\/a><\/em>\u00a0for free, yourself, today.<\/em><\/p>\n

    \"\"<\/a><\/figure>\n\n\n
    \n

    Never miss a post \u2013 get our latest leadership insights, as they’re released…<\/h3>\n\n