Create a Strong Feedback Culture in Weekly Meetings Gallup has found that when managers provide weekly (rather than annual) feedback, team members are more motivated and engaged. One-on-one check-ins play a critical role in employee performance. Now is the time to focus on employee needs and career opportunities. Make sure you get the most out of your one-on-ones by asking these six questions: How was the last week for you? Did you run into any roadblocks? How is your workload? Is there anything you don’t like? Do you want to do more? You can also make room for peer-to-peer feedback in weekly team meetings by allowing time for employees to take turns speaking. Having team members share their priorities for the week, learnings, challenges, and even gratitude for other team members can help everyone feel supported and encouraged.
Take advantage of the benefits of peer feedback Peer feedback is just as important as manager feedback. Recognition from your colleagues for your accomplishments builds a sense of collaboration and encouragement. Through structured peer feedback Belgium Email List loops, your team can share results, learn from each other, and help each other grow. Tools like this can make sharing peer feedback easy, visible, and show that the practice is encouraged across the organization. To set expectations and support constructive feedback, employees are advised to share feedback using the following five techniques: Good feedback is objective: Formulate feedback around the work performed and its results. Not that person.
Don’t Assume: We’re taught from childhood not to assume someone’s intentions. This still applies. Encourage colleagues to ask each other questions rather than jumping to conclusions. Consistency is key: Make sure feedback comes up frequently in the workflow. Team meetings are a great time to share experiences. Balance the good with the bad: Feedback often has negative connotations, but positive feedback can also help someone grow. Combine something constructive with something good. Think long-term: Don’t frame feedback as only benefiting employees right now.
