Stars in a row that demonstrate the great feedback culture

August 1, 2022

How to create feedback culture in 4 steps

You have launched an evaluation process to have reports that help the feedback be quick and effective. Meetings are held, action plans are created…everything flows, people are happy at first, but what about later? Have you noticed how everything has returned to normal and things continue as if there had never been a careful or elaborated feedback process? Well, you're in luck, we just want to talk to you about what's missing in your organization: feedback culture.

What is feedback culture?

Feedback culture is the culture that constantly tries to give the value that feedback really has in an organization, explicitly appreciating the contribution that this process generates in the final results of the company, both in quality of the work environment and productivity.
And for it to truly become a culture, this vision must be shared by most members of the organization. Almost like a habit that comes out automatically.

Why is it important to have feedback culture?

  • It allows us to make the changes we really want to see in our workplace: Nothing feels as good as being told what you have to change, without being offensive or biased, seeing clearly that the person in charge or companion's honest wish is that you grow.
  • More understanding with the organization and a greater feeling of accomplishment: Feedback culture implies that you are listened to and that you feel that this is really the case, seeing that you are the protagonist of the decisions that affect your plan of action and that, in general, your opinion is very valuable…Believe me, it's great to know that what you do matters!
  • Improves the relationship with managers: Yes, because when it comes to expressing disagreements with your superior, you will have a greater right to express yourself freely under the duty of maintaining a assertive and effective communication. This prevents beliefs becoming true about other people, based on rumors and appearances.
  • Increases performance : If you already know yourself, you're half way there. Constantly keeping yourself up to date on how you are performing in the company will allow you to know what things you are doing well and what you are doing wrong, so that you will obtain very useful information so that, presumably, you will be able to climb up the ranks in your organization.
  • Enriches teamwork: Feedback is a very important ingredient in the recipe for the success of a project, since it creates a space in which everyone puts their particular points of view to achieving goals . By discussing the problem together, we are more likely to find a faster and more efficient solution.
  • Facilitates change: Because it allows us to focus on what actually needs to be changed, both individually and as a team, and thus achieve growth for the entire organization.

Watch out. A warning before you implement it, dear adventurer: feedback does not imply nodding your head, then disguising it and moving on as things have always been done in your organization. Are you truly ready to make the change? If you agree, go ahead and read on:


How to create feedback culture?

We are going to tell you how to promote feedback culture in your organization with just 4 steps:
  1. Create the habit.

    In the organization there must be a habit of giving feedback and dedicating time to them so that people feel comfortable receiving feedback, they should know that it is something necessary in the organization and that they have the adequate tool to do it .
    It is not about making an evaluation every year and that's it, it is also about having the information of the employees on how they feel and perform frequently. 72% of people think their performance would improve if their managers gave them more feedback (also negative!).
  2. Use the right tools.

    A tool that allows evaluations of up to 360º will help you focus on the points of improvement and take advantage of the strengths, having the vision of all the people and roles in your team.
    It also allows you to see what is being done to improve them over time, thanks to plans of action and follow-up evaluations.
  3. Consolidated reports.

    Feedback without data is worse than no feedback at all. Giving or receiving biased information, subjective or without reports to consolidate it leads to misunderstandings, bad habits and fatal internal communication. The most effective feedback is the one based on real and objective data.
  4. Nurture feedback!

    Promote a culture of feedback by giving and asking for feedback and sharing with others what you are learning. Knowledge is only effective when it is shared and practiced.

We want to share with you some articles so that you become an expert person in feedback:

And if you are looking for an agile and attractive tool to give the best feedback, you can try Hrider for free with this demo:

I want to try the Demo!