A Leader I have been working with, let's call her ‘Sam’ conducted a Warm-Up conversation with her team of twelve. The intention of the conversation was to generate discussion about how the team members could offer and receive feedback from each other. In other words, peer-to-peer feedback.
After using the ‘Fifty Questions about Feedback’ activity to get her team more comfortable talking about feedback with each other, Sam asked everyone to share their feedback receiving preferences in relation to peer to peer feedback within the team. She asked, ‘How do you like to receive feedback from your peers?" She also asked them to provide examples.
Sam felt the discussion was useful, and straight after the conversation, Sam emailed her team and asked them to populate a spreadsheet she called a ‘Communal page regarding feedback’. She explained that the spreadsheet is a reference for all team members to access at any time.
Sam reflected on the team discussion. ‘They were quite specific in what they wanted, and that was useful. For example, some people said they would prefer an email only, so they can process it how they want to. Other people said that they didn't want any notice and they would rather just be pulled aside as close to the feedback moment as possible. From that discussion, we were able to create the spreadsheet and it’s a great team resource, a quick reference point for everyone in the team, so they feel more comfortable offering each other feedback’.
‘In the discussion, one person said not to give them positive feedback in front of other people and that they really don't like it. Not in a team meeting, not in front of anybody. They shared that it made them feel awkward, and they just don't want it. It was good for me to learn as I had been doing that, it thinking I was being a great leader’.
The actual spreadsheet has the team members' names on it of course, but Sam kindly de-identified the information and shared it with me. It’s interesting to see the variation in preferences (Sam also participated in the exercise):
In-person, but make sure we have time to chat by checking my calendar. Happy to just pop into any free room in private, no notice needed.
In-person, with notice, in private, as soon as practicable.
In private, no notice. Concrete examples with evidence.
I am too new to feel completely comfortable yet. Please raise it with my team leader, who can raise it with me.
Straight away, direct and to the point, so I can make changes if I need to.
No notice was requested for feedback. However, in private and in person is appreciated. Please be open to further discussion so I can gain understanding.
If you have concerns to raise, please send a request for discussion via text or email advising the purpose of the meeting unless immediate action response is required. If you have positive feedback, no notice is required.
Whenever, wherever. I am not bothered.
In-person and in private, no notice is required.
Positive feedback anytime, no notice, one-on-one or very small group. For example, my office space. Not during team meetings. Constructive or non-positive feedback, one-on-one, written, or an open discussion preferred.
In-person and in private. No notice is required.
In-person and in private with notice.
No notice is required, but preferably in person and in private. I feel awkward hearing positive feedback. I do not like it. Please provide positive feedback by email, as I will become anxious and overthink it.