In my last post I highlighted 6 reasons why, as leaders, we should welcome constructive feedback from our teams. I now share with you a 10-part framework for developing a culture which supports, and facilitates, the feedback. Receiving constructive feedback from our teams is crucial and, I would suggest, is a key component in building and maintaining high performing teams. 

1. Establishing the Purpose and Importance

Objective: Define why upwards feedback is important. Emphasise that it’s a tool for improving leadership effectiveness, enhancing communication, and fostering mutual respect.

Culture: Foster a culture where feedback is viewed positively, focusing on development rather than criticism.

2. Creating a Safe Environment

Confidentiality Assurance: Ensure that any feedback provided is kept confidential and is only shared with relevant parties.

Supportive Leadership: Train your team leaders/managers to receive feedback with an open mind and encourage them to seek it proactively. This way, all leaders in your teams are operating on the same basis.

3. Developing Clear Guidelines

Feedback Criteria: Define clear areas for feedback such as communication, leadership style, decision-making, supportiveness, etc.

Constructive Focus: Encourage feedback to be specific, actionable, and focused on behaviours, rather than personal traits.

Timeliness: Promote providing feedback in a timely manner so that it can be relevant and actionable.

4. Implementing Feedback Channels

• One-on-One Meetings: Encourage team leaders/managers to hold regular one-on-one meetings where they explicitly ask for feedback. As their leader, do the same with them!

Feedback Platforms: Utilise any digital platforms (e.g., employee engagement tools) where team members can submit feedback anytime.

5. Training and Support

• Team leader/manager Training: Provide training on how to solicit, receive, and act on upwards feedback.

• Team member Training: Offer training for team members on how to give feedback effectively..

• Coaching: Provide coaching or mentoring for team leaders/managers who receive challenging feedback, helping them to respond constructively.

6. Action and Follow-Up

Action Plans: Require team leaders/managers to create action plans based on the feedback they receive, outlining how they intend to improve. As their leader, you must do the same.

Feedback Loop: Ensure there is a mechanism for team members to see the outcomes of their feedback, which might involve follow-up meetings or communications.

Continuous Improvement: Treat upwards feedback as a continuous process, with regular reviews and adjustments to the framework as needed.

7. Evaluating the Process

Effectiveness Reviews: Regularly evaluate the effectiveness of the upwards feedback process, collecting input from both team members and team leaders/managers.

Adjustments: Make necessary adjustments based on evaluations, such as altering feedback channels, revising guidelines, or updating training programmes.

8. Recognition and Rewards

Acknowledgment: Recognise and acknowledge everyone who effectively incorporate feedback and demonstrate improvement.

Encouragement: Create a culture where giving, and receiving feedback is seen as a positive contribution to the organisation.

9. Communicating the Framework

Clear Communication: Ensure that the framework for upwards feedback is clearly communicated to everyone through meetings, emails, and internal documentation.

Ongoing Reminders: Regularly remind everyone of the importance of upwards feedback and how to provide it.

10. Legal and Ethical Considerations

Compliance: Ensure that the feedback process complies with all relevant laws and regulations that may nationally or locally in place.

Ethics: Maintain a strong ethical stance, ensuring that feedback is used appropriately and constructively.

This framework provides a structured approach to facilitating upwards feedback, where as a leader you take the lead in building the environment, promoting a more responsive and adaptive leadership culture within the organisation.