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Building a Feedback-Rich Culture

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Building a Feedback-Rich Culture

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Excellent post from the Harvard Business Review, which expresses the four essential elements for positive interpersonal feedback, and why being in a feedback-rich environment will help employees become more effective at work.  Why safety and trust, balance, normalcy, and personal accountability will help create a successful and accomplishing workplace.

As an executive coach and an experiential educator, I’m a passionate believer in the value of interpersonal feedback. To become more effective and fulfilled at work, people need a keen understanding of their impact on others and the extent to which they’re achieving their goals in their working relationships. Direct feedback is the most efficient way for them to gather this information and learn from it.

But the form that most interpersonal feedback takes — a conversation between two people — can trick us into seeing it as a product of the relationship when it’s equally (if not more so) a product ofthe surrounding culture. Even people who aren’t interested in or skilled at giving or receiving feedback will participate in the process (and improve) when they’re working in a feedback-rich environment. And the most ardent and capable feedback champions will give up if the organizational or team culture doesn’t support their efforts.

Originally posted HERE


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