Feedback Tips Weekly

I was on a video call with thousands of other employees from all over the world when it happened. Yes, one of the company’s most senior leaders went there: “I have far more respect for the colleague who brings me solutions, not just the problem.” Ugh. Many folks smiled and nodded in agreement. Hundreds of … Read more

Asynchronous feedback does not occur in real-time. Put another way, it grants the provider some time to compile and deliver their feedback without the pressure of an immediate response. Have you ever waited days, maybe weeks, to provide feedback on a task or on a colleague’s performance because your schedules didn’t align? Have you ever … Read more

A feedback river is a central place to see and classify all relevant feedback. Slack or email digests are common ways to build feedback rivers. Organizational Feedback Systems While many consider the central place of feedback rivers as the end goal, I see it as the second step of a 3-step process. In this sense, … Read more

We’ve all grown because of feedback, but very few of us share these important stories—including with the early-in-career colleagues who need to hear them the most. Let’s cover the challenges that can arise as a result. Challenges to the feedback culture As we’ve covered, building an effective feedback culture takes work, and part of this … Read more

A feedback bubble is a small circle of colleagues from which you receive regular feedback. Such bubbles are natural parts of our working environment, particularly because most work occurs within small groups. However, while feedback bubbles can serve as safe and effective places to give and receive feedback, intentionally seeking feedback outside of them can … Read more

While generally underutilized, leveraging peer-to-peer feedback in the workplace can improve deliverable quality, promote team feedback literacy, and free up space for increasingly burned-out middle managers. Some studies suggest that receiving feedback from a few of your peers is more effective than receiving feedback from your leader. Most research on peer-to-peer feedback focuses on the … Read more

Biases against women are interwoven into nearly all sectors of life and, therefore, also appear in the feedback research. Patriarchal norms and biases are built into many of our systems—from the businesses we work for to the religions we practice. They run deep, even showing up, for example, in female-dominated workplaces. So, while it shouldn’t … Read more

“… the current study examined age differences in moderating the relationships between the characteristics of performance feedback and employee reactions to the feedback event. The results suggest that older workers had higher levels of feedback orientation on social awareness, but lower levels of feedback orientation on utility than younger workers.” Source: Age Differences in Feedback … Read more

The Feedback Orientation Scale is comprised of 20 items on a 5-point scale meant to determine an individual’s receptivity to feedback and their individual feedback receptivity differences. It builds London & Smither’s concept of feedback orientation into a practical workplace feedback tool. As the researchers put it: “Feedback orientation, a construct proposed by London and … Read more

“Feedback orientation refers to an individual’s overall receptivity to feedback, including comfort with feedback, tendency to seek feedback and process it mindfully, and the likelihood of acting on the feedback to guide behavior change and performance improvement.” —Manuel London & James W. Smither, Feedback orientation, feedback culture, and the longitudinal performance management process As I … Read more