What do you do if you're not receiving feedback from your team?

De acuerdo a la relación, diria más que la cultura, que se genere entre empleados y sus jefes se va a dar este proceso de comunicación y retroalimentación, que en general no suele ser tan simple, especialmente en empleados que sienten una distancia con sus superiores. Abrir espacios para que esto suceda, tener politicas de "puertas abiertas" e incentivar esa retroalimentación serán las pautas que pueda dar la dirección ayudando a que esa comunicación fluya, pero siempre incentivando la comunicación entre el empleador y quienes le reportan.

Start by evaluating the prevailing culture within your team or organization. Is there a culture of open communication and feedback, or is feedback discouraged or ignored? Understanding the cultural dynamics can provide insights into why feedback might not be forthcoming.

Ask yourself have you built and nurtured a culture where your team feels comfortable.and confident in providing feedback? Do they feel appropriated and safe? Or they fear it would have a negative impact on them? Not just from you, but from people at various levels in the organization, even the peers. The sad reality is today the team doesn't even trust the anonymous feedback. They don't just doubt the tech but also know that their writing styles could give away their identity. So check the culture, check the systems.

If you are not getting feedback, assess your team culture but also how you have personally contributed to that culture. It may be that if you have not been open to feedback earlier, your team simply does not feel comfortable giving you feedback. Before this can change, you need to show that you are to be trusted with feedback in a way that you don't shoot the messenger anymore.

Encourage open communication and create a safe space for feedback. Lead by example by soliciting and acting on feedback yourself. Implement regular feedback mechanisms such as surveys or anonymous suggestion boxes. Provide specific prompts or questions to guide feedback discussions. Foster a culture of trust and psychological safety where team members feel comfortable sharing their thoughts. Offer training on giving and receiving feedback effectively. Follow up on feedback received and demonstrate its impact on decision-making or improvements. Address any concerns or barriers preventing team members from providing feedback. Celebrate and recognize individuals who provide constructive feedback.

Firstly, it's important to create an environment where team members feel safe to express their opinions and concerns. I do this by demonstrating openness and receptiveness to any kind of feedback, actively encouraging team members to share their ideas and concerns, and ensuring that there are no negative repercussions for giving constructive feedback.

Some employee does not provide feedback to management because feel under value. When they raise the idea or feedback, no appreciation and sometimes get the blame from management. The idea or feedback is rejected immediately without much consideration. Sometimes managers often say that they are open-minded and happy to get the feedback but it is only the wording. They can not stand with the feedback from the team.

Create a safe and supportive environment where team members feel comfortable expressing their thoughts and opinions without fear of judgment or reprisal. Emphasize the importance of constructive feedback and assure them that their input is valued and will be taken seriously.

La mejor forma de esto es mostrar el resultado de la retroalimentación entregada, para que sea muestra de su utilidad. En general las compañias entregan encuestas anuales que son el punto 1 para generar esa confianza y demostrar que su voz si es escuchada.

Suppose I am not getting the feedback I need from my team members related to my performance as their leader. In that case, I have in the past asked HR, as a third party, to conduct a 360-performance review on me to foster safety and where my team members know their feedback will be aggregated, and I will not know precisely who shared what.

Consider implementing regular feedback sessions where team members can openly share their thoughts and concerns. Encourage a culture of transparency and constructive criticism, where feedback is seen as a tool for growth rather than criticism.

Consider creating specific opportunities for feedback, such as regular check-ins or dedicated feedback sessions. Encourage peer-to-peer feedback as well, promoting a collaborative environment where everyone's voice is valued.

Tem uma frase que eu adoro do Geronimo Thelm que é: "Palavras inspiram e o exemplo arrasta". E isso faz total sentido para essa situação em que você pode não estar recebendo feedback do seu time. Primeiro ponto é: eles recebem o feedback vindo de você? Eles tem liberdade o suficiente para saberem que podem te dar feedback sem sofrerem retaliação? Existe um alinhamento que eles vão te dar esse retorno? A empresa que vocês estão tem essa cultura? Essa é uma questão bem particular de cada time, de cada empresa. Por isso não da para generalizar!

Create a culture that values continuous improvement and emphasizes that feedback is a means to grow collectively. Encourage peer mentoring where team members support each other in giving and receiving feedback, reinforcing a culture of accountability and development.

If you want more feedback, create new rituals that support it or introduce tools for doing so. Also actively exercise how to give feedback well. It may also to be considered, if you should hire someone external to help you get started.

Aunque el feedback siempre debe venir naturalmente, si logramos generar los campos de acción donde queremos orientarlo podría ser más efectivo. Cada uno va a querer retroalimentar sobre su mayor dolor pero quizás no es el sitio donde vamos a dar un espacio de construcción, asi que hacer ejercicios guiados puede dar una visión más acertada de acciones, buscando encontrar áreas de desempeño identificadas donde podemos actuar de forma más efectiva.

If you're not receiving feedback from your team, initiate open dialogue by scheduling one-on-one meetings and creating a safe space for sharing. Lead by example, seek feedback yourself, and demonstrate receptiveness to criticism. Encourage constructive feedback through specific questions and anonymous channels if necessary. Follow through on addressing feedback received and fostering a culture of communication and collaboration within the team.

Create an environment where team members feel empowered to share feedback freely. Initiate open discussions and actively listen to their input. Offer multiple feedback channels, ensuring anonymity if needed. Demonstrate receptiveness to feedback through your actions. Emphasize the importance of feedback in fostering team growth and improvement.

Silence isn't always golden! If feedback's crickets, take action. Schedule a one-on-one with your team lead or colleagues. Express your desire for feedback (positive or negative) to help you improve. Offer specific areas you'd like feedback on, and be open to different perspectives. Remember, constructive criticism can be a powerful tool for growth.