YOUR VOICE MATTERS: BUILDING A FEEDBACK DRIVEN CULTURE

When was the last time someone sat down with you to discuss what you do really well and how you can use that strength to achieve even greater success? If you’re still thinking, you’re not alone—it likely doesn’t happen often. Your employees probably feel the same way, and as HR leaders, you have the power to change that.

You are in a position to help your people managers create a culture of feedback that encourages employee growth and development while significantly boosting engagement. This article will explore how you can guide and support managers in establishing a feedback-driven culture that leans heavily on strength management.

While you and the leaders you support will need to have tough conversations from time to time—providing constructive criticism or addressing behaviors that must stop—that is not our focus today. Instead, we’ll emphasize how positive feedback can drive meaningful growth and engagement.

WHY DO WE FOCUS ON THE NEGATIVE?

Did you know it’s human nature to focus on our shortcomings, often sabotaging ourselves in the process? From the beginning of time, focusing on weaknesses has been a survival mechanism. Historically, identifying and addressing weaknesses often meant the difference between life and death.

Unfortunately, this ingrained behavior has carried over into modern times, where we still tend to focus on what we need to fix rather than what we do well. Ask yourself: how many of your New Year’s resolutions focus on fixing a weakness rather than leveraging a strength?

FEEDBACK IS MOST EFFECTIVE WHEN IT IS POSITIVE

As HR leaders, we need to work to change this paradigm because research clearly shows that people experience faster growth and development when they build on their strengths instead of correcting their shortcomings.

Behavioral science demonstrates that positive reinforcement is up to three times more effective than negative reinforcement (Source: Skinner’s Operant Conditioning Theory). A recent Harvard Business Review study also found that positive feedback improves learning and retention by 31%, as employees focus on areas where they excel and build upon them.

Focusing on positive feedback grows people, increases productivity, and strengthens relationships. But how do we get it right?

THE FOUR STEPS TO EFFECTIVE FEEDBACK

A structured approach to feedback can make it easier to give and more impactful to receive. Here are four essential steps to delivering effective feedback:

• Prepare Your Thoughts. Take a few minutes to focus your thoughts and filter out unnecessary or trivial details. Remember, this conversation is your opportunity to make a lasting impact. Focus on the “big rocks” that truly matter.
• Be Specific About the Action. Point to the specific action you found effective or want to coach them to improve. Avoid vague statements like, “Great presentation,” and instead provide a concrete example: “I could tell you really prepared for that presentation. You appeared confident and passionate and had terrific stats and stories to back up your points.”
• Highlight the Impact. Explain the impact their action had on you, others, or the organization. How did it make someone feel? How did it influence behavior or help the team? Providing this context gives the feedback meaning and helps the individual remember and replicate the behavior. For example: “I noticed Dan really leaning in during your presentation when you discussed your ideas for process improvement. You clearly piqued his interest and gave him actionable steps to consider.”
• Make It Actionable. Guide them in considering how they can use this feedback moving forward. Is there a similar opportunity where they could replicate their success? Could additional focus and attention turn something good into something great? For example: “Consider applying this same preparation and storytelling approach for our upcoming client pitch.”

IMPLEMENTING A FEEDBACK CULTURE

Now that we’ve outlined the steps for delivering effective feedback, let’s explore how HR leaders can foster a strong feedback culture:

• Lead by Example. Model the behavior you want to see. Actively seek and give feedback to demonstrate its value and show that it’s a two-way street.
• Train and Support Managers. Equip managers with the skills to provide constructive, strength-based feedback through targeted training programs. Teach them how to balance positive and negative feedback and tailor it to individual employees.
• Create Regular Feedback Opportunities. Feedback shouldn’t be limited to annual performance reviews. Introduce regular check-ins, project debriefs, and peer review sessions to ensure feedback is ongoing and integrated into daily workflows.
• Leverage Technology. Use feedback platforms to facilitate real-time feedback, track progress, and allow for anonymous input. These tools make feedback more dynamic and accessible.
• Encourage Peer Feedback. Foster a culture where colleagues feel comfortable giving and receiving feedback. Promote this through team-building activities, workshops, and formal peer review processes.
• Tie Feedback to Development. Collaborate with managers to create personalized development plans that leverage strengths and address areas for improvement. Regularly revisit these plans to ensure they align with employees’ goals.

MEASURING THE IMPACT OF A FEEDBACK CULTURE

To ensure a feedback culture takes root, it’s essential to measure its impact. Track improvements in employee performance, retention, and satisfaction—and use these metrics to refine your approach.

Like most rare things, effective feedback is incredibly valuable. When done right, it can make a lasting impact on individuals and the organization as a whole.

Take the first step today. Start building a culture of feedback that drives your team to new heights. Someday, when your employees are asked, “When was the last time someone sat down with you to discuss what you’ve done really well?” They’ll remember the powerful feedback they received and the growth you helped them achieve.