Use online survey tools such as SurveyMonkey, Google Forms, or Typeform to gather feedback from employees, customers, or stakeholders. Create customized surveys with targeted questions to collect specific feedback on various aspects of your organization or products/services. Implement feedback management platforms like Qualtrics, Medallia, or Zendesk to centralize and organize feedback from multiple sources. These platforms provide features for collecting, categorizing, analyzing, and responding to feedback in a systematic manner. Schedule regular one-on-one meetings with employees, team members, or stakeholders to solicit feedback in a more personalized and interactive setting. Use these meetings to ask open-ended questions

Feedback is like a guide that helps you improve. When people share their thoughts about your work or ideas, it gives you a chance to see what you're doing well and where you can get better. It's not just about criticism; it's also about encouragement. Good feedback boosts your confidence, while constructive feedback points out areas for improvement. It's a crucial tool for learning, making progress, and building stronger connections with others.

Feedback serves as a compass guiding our growth journey. It's a mirror reflecting our blind spots and highlighting our strengths. To harness its power effectively, we must cultivate an open mindset, welcoming both praise and critique. Actively seek feedback from diverse perspectives, valuing each insight as a precious gem of wisdom. Embrace discomfort, for it is the fertile soil where growth blossoms. Utilize feedback as fuel to propel yourself towards excellence, refining your craft with each iteration. Remember, feedback isn't just about receiving; it's about listening, digesting, and taking intentional action. By integrating feedback into our daily practices, we pave the path towards continuous improvement and unleash our full potential.

Feedback is someone’s perspective or opinion. Feedback is a learning opportunity. It is not a personal judgement on you. Often people think it is... Hearing other people’s perspectives and feedback helps you to grow – personally, professionally and it strengthens your relationships with others. Feedback will help you improve and develop your skills. Receiving feedback from a variety of people will give you a more rounded view.

In my opinion there are 9 key reasons why feedback matters 1. Course Correction 2. Measuring progress 3. Motivation 4. Learning & Improvement 5. Stakeholder Engagement 6. Risk Prevention 7. Accountability 8. Change Management 9. Evaluating Success

Seeking feedback is about being open and receptive to others' perspectives. Specify what you need feedback on and why. Timing matters; choose the right moment and platform for your request. Actively listen, ask questions, and show appreciation for the input you receive. Develop a plan to implement feedback and track your progress. By embracing feedback, we foster growth and improvement in ourselves and our work.

Getting feedback is crucial and acting on that feedback and showing appreciation is indispensable. We are designing a project right now and we have spoken to various credible sources to get feedback and constructive criticism This has proven to be extremely valuable and has helped us to shape our approach and content therefore making it more effective and impactful with the audience that we are working with. We have been selective in communicating with professionals who are skilled, qualified and very experienced in their craft. This feedback has been instrumental for us to pivot to a more strategic approach in terms of our project.

Before you ask for feedback, make sure you are in the right headspace and feeling good. If you feel tired, stressed or overwhelmed, you are more likely to fixate on the things you are not doing well. Set the parameters. Have a discussion with your team about how you individually like to receive feedback, what you want feedback on and how much feedback you would like. Set the parameters for that upfront so you can get the most out of the experience.

There are many different models that you can explore, to help you structure your feedback. I'll name a few for you to research. SBI Feedback Model, STAR Feedback Model, EEC Feedback Model, IDEA Feedback Model, I-Statements.

I often get asked to give feedback on all sorts of situations and I believe there are a few ground rules 1. Be specific 2. Be timely 3. Be respectful & considerate 4. Make it a two-way conversation 5. Focus on growth and improvement Our aim is not to judge, or make it personal but to focus on outcome, results, behaviour and improvement.

When giving feedback, aim for specificity and clarity, ensuring the receiver understands precisely what you're addressing. Timing matters; choose the right moment and platform for delivery. Respect and empathy are paramount; maintain a positive tone and avoid personal criticisms. Focus on behaviors, not personalities, highlighting actions and outcomes. Offer constructive suggestions and examples to facilitate improvement. Sharing relevant experiences can enrich the feedback process, providing practical insights for growth.

Rewarding feedback means recognizing its value and impact. Express gratitude, acknowledge its contribution. Share feedback widely, enabling others to learn from it. Offer incentives for feedback, fostering a culture of openness. Establish regular feedback sessions, ensuring continuous improvement. Follow up diligently, providing support and monitoring progress. By valuing feedback, we cultivate a culture of growth and development, driving success.

Personal Development Plans(PDPs) - your personal feedback tracking tool PDPs are a great to track your personal goals which you can set based on 1. Feedback collected 2. Reflections/introspection Step 2 is quite important as you might not want to act on everything immediately or it might not be relevant. You are the best judge. A PDP is based on skills you want to aquire 1. Identify skills - skills to be where you aspire to be, to do your job better, this should include hard and soft skills also any new and relevant industry skills 2. Self Rate them - where are you now Vs at the end(9 or 12 months) 3. For each skill think of what will you do in month 1,3,6,9 etc 4. Create a tangible plan with help words like, pair, read, teach,do

Every company has different needs and budget levels, but if building an effective, inclusive, equitable, and psychologically safe culture is in your plans, I strongly recommend investing in a performance review and feedback tracker platform. There are many platforms and tools to choose from, but my absolute favorites are CultureAmp and 15Five.

Tracking feedback effectively involves utilizing various methods and tools tailored to your needs. Firstly, establish clear objectives and metrics to gauge the impact of feedback. Utilize surveys, forms, or polls to gather diverse perspectives and insights. Visualize feedback data using charts or dashboards to identify trends and patterns swiftly. Additionally, leverage technology such as feedback apps to streamline the collection and organization process. Regularly review and reflect on feedback to identify areas for improvement and capitalize on strengths. By integrating these methods, you can cultivate a culture of continuous improvement and drive meaningful change based on actionable insights.

To effectively act on feedback, start by prioritizing and planning your actions. Identify the most crucial feedback points and create a specific action plan. Seek support and guidance from those who can offer valuable insights or expertise. Experiment with different approaches and be open to iteration and refinement based on outcomes. Share your progress and celebrate achievements along the way.

I have a great strategy for this. It is called Leave It In The Middle, and is a big part of our teachings at the Psychological Safety Institute. In a nutshell, it works like this. Imagine you have an imaginary white line painted on the ground in front of you. When you receive feedback, imagine the person has placed their feedback on the white line in the middle, for you to consider. You have the choice to ‘Leave it in the Middle’ or to pick up that feedback and own it. You can simply observe it and consider it. Allow yourself time to respond appropriately in a considered way, or choose to leave the feedback in the middle. You can CHOOSE whether to OWN the comments or to ‘Leave it in the Middle’.