Prioritise a large number of requests for feedback by impact and urgency. Sort them into immediate, medium-term, and long-term issues. Prioritise critical feedback that impacts team morale or performance. When appropriate, assign tasks to trusted team members to foster ownership. Use structured tools, such as feedback platforms or surveys, to streamline inputs and identify patterns. Set aside specific time for one-on-one sessions to address individual concerns. Discuss timelines openly to ensure transparency and trust while managing feedback systematically.

Selective Feedback: You don’t have to provide feedback for everyone. Prioritize on those individuals for whom you have substantial and meaningful insights. Quality Over Quantity: Only give feedback when you have solid, actionable points. This ensures your feedback is valuable and impactful. Balanced Feedback: Avoid vague comments. Provide both positive and constructive feedback, rather than negative feedback. This helps in building a growth-oriented mindset. Transparency: I never give anonymous feedback. Owning up to what you write fosters trust and accountability.

To manage overwhelming feedback requests effectively: 1. Prioritize: Use urgency vs. importance to address critical feedback first. 2. Systematize: Set clear channels (e.g., forms, tools) to streamline requests. 3. Set Boundaries: Allocate specific times for feedback reviews. 4. Empower Others: Encourage peer collaboration to resolve simpler issues. 5. Focus on Impact: Prioritize feedback that aligns with team goals. 6. Communicate: Acknowledge requests and share timelines transparently. This keeps feedback organized and manageable.

Often feedback requests are seasonal! Make sure to set exceptions that feedback need to be sought continuously throughout the year. Considering this as a parameter to priorities the list of feedbacks. Those who deserves more like the one who has directly worked with you, worked for you should be getting more priority. Park dedicated time in the day to ensure all deserving candidates get their feedback in time. If you are not the right person to give feedback, ensure to return back the feedback requests to them with note on why you think that you are not the right person to give the feedback.

When overwhelmed by feedback requests, I prioritize by urgency and impact, addressing time-sensitive or high-stakes items first. I set dedicated time blocks for reviewing feedback to maintain focus and productivity. Transparent communication with my team ensures they understand how I’m prioritizing and when to expect responses. I also empower team members to handle certain decisions independently, fostering autonomy and reducing bottlenecks. This approach balances responsiveness with strategic delegation to manage feedback effectively.

Managing and prioritizing multiple feedback requests can be challenging. Here’s a structured approach to handle them effectively: 1. Categorize and Prioritize Feedback • Urgency vs. Importance: Use a matrix to classify feedback into: • High urgency, high impact: Address immediately. • High urgency, low impact: Delegate if possible. • Low urgency, high impact: Schedule time to address. • Low urgency, low impact: Handle later or consider shelving. • Themes or Patterns: Group similar feedback to address common issues collectively rather than individually.

First, categorize your feedback as urgent, important, or general to help prioritize time-sensitive matters. For non-urgent items, consider consolidating them in shared feedback tracker or designated channel to streamline communication. Additionally, including actionable suggestions or possible solutions when submitting feedback will help better assess the scope and feasibility. To stay on top of everything, I’ll also be dedicating specific time slots to review feedback, but if something urgent arises, don’t hesitate to flag it for immediate attention. This approach ensures nothing gets overlooked while keeping us focused and efficient. Thank you 🙏

When you’re drowning in feedback requests, the key isn’t doing it all—it’s doing it right. A value vs. urgency matrix helps prioritize feedback that drives the most impact. Batch processing similar requests streamlines effort, while empowering your team to self-resolve smaller issues fosters independence. Transparency in prioritization criteria builds trust and ensures alignment with shared goals. By treating feedback management as a strategic process, you create clarity, avoid burnout, and ensure every voice contributes meaningfully to progress.

Set guidelines for when and how feedback should be requested and sorted by urgency and impact. Leverage platforms like Google Docs or Trello for asynchronous feedback. Encourage team members to preemptively address questions by thinking critically or seeking peer feedback before escalating to you. Stay proactive rather than reactive to keep your team thriving and remain in control.