The secret ingredient of good teams and how to support feedback culture in the organization
By: Magdalena Gołza
Tags: People, Team Building, Feedback Culture, Inspiration, Feedback

Every day we face challenges and make difficult decisions — both as individuals and within teams. What keeps us strong and motivated? There are various factors that fuel us throughout the day (morning coffee and lunch breaks definitely help), but one of the most crucial and motivating factors, regardless of the industry or organization — is people.

In our private and professional lives, we are all a part of various groups, within which we play different roles. If we look at the workplace as an example, we can see the following organizational groups:

Project teams

Departments

The entire company

Additionally, through everyday interactions with our colleagues, we begin to form smaller social groups. We spend most of the day with our co-workers (even when working remotely) so it’s important to make sure that they’re the kind of people we enjoy working with. This goes hand-in-hand with building coordinated teams and establishing a cultural fit.

For me, there is nothing more motivating than feeling like I’m a part of something– and creating great things alongside others. Seeing my co-workers’ enthusiasm and how much they care about our work gives me the power and motivation to do more and more. Being a part of a team, it’s great to know that there are people who will stand by your side and remind you that you’re in this together, especially during the difficult times.

I’ve met so many inspiring people in my life. I always can count on my family and friends to challenge me in a positive way. My scrum teams definitely broaden my horizons, and thanks to them I always look at projects from different perspectives. They’re also teaching me to be patient (I’m still working on that). My leaders advise me greatly, never judge me, and help me to look at situations with a critical eye.

Also, especially on rough days, it’s amazing how a simple smile from somebody in the office can instantly make you feel better.

Feeling appreciated is important for everyone, especially in work environments. How can we make others feel appreciated? 💡

There are plenty of great articles and books about building and maintaining good relationships. But today, let’s focus on one small action that everyone can take… give feedback! When people get a pat on the back or even a piece of constructive criticism, it usually makes them valued and supported. It can be difficult to give feedback because sometimes we’re afraid of hurting other people’s feelings, and even though we have good intentions, people may not react the way we expect. Despite this, it is still important to show appreciation and to give people helpful suggestions.

Let’s start with a short explanation of what feedback is and isn’t 💡

Feedback is the way we communicate our observations; it’s an invitation to reflect on a situation or particular behavior. We provide feedback so that other people know how we perceive what they are doing, how they behave, and how they communicate. It is not judgment or blame passed out to someone. The main goal is to help the other person move in a better direction.

There are 2 types of feedback: positive (appreciative) and negative (corrective). Both of them should contain constructive elements.

Feedback discussion should be based on trust and good intentions. It’s easier to have a conversation if we keep a few simple rules in mind:

✅ Disclose what the conversation will be about and ask if/when another person is ready to talk with you

✅ Focus on facts and refer to particular situations

✅ Talk about behaviors, not the person’s character

✅ Talk 1-on-1, in a place where both sides feel comfortable

✅ Ask about feelings/opinion after hearing your feedback

The company I work at, VentureDevs, hosts internal professional development workshops — and I wouldn’t be myself if I didn’t reference them. Special shoutout to the team who taught us about the feedback culture. They presented the SBI model, which helps to give feedback (positive and constructive). The main advantage is the reduction of anxiety with delivering the feedback itself. Also, the recipient may react in a less defensive way.

The SBI model helps to keep your speech specific and effective. Let’s look closer at this acronym…

Created by Magdalena Gołza. Inspired by the feedback team in VentureDevs.

Below, you can find examples of positive and constructive feedback.

Created by Magdalena Gołza. Inspired by the feedback team in VentureDevs.

Once you’ve presented your feedback, ask the other side how they feel, and give them time to process it. Keep in mind that they may not have fully understood the impact of their actions, or they may not agree with your assessment. In this case, further discussion may be required.

Hope you like the article, and that it will inspire you to share the feedback culture within your own organization! 🙌

Let people know what you admire about them, or what they could improve upon. Trust me, they will appreciate it!