<aside> 🎯 To help each other improve, we seek to maximize the amount of feedback given and received. This means more confrontations which may not always feel comfortable, but after understanding and integrating the feedback everyone will learn much more.

</aside>

Feedback Best Practices

Why feedback matters

We are a growing team from diverse backgrounds, operating with equally diverse work habits, expectations, and communication styles. Finding common ground is essential in improving our relationships and ultimately, our work. This Feedback and Accountability system is designed to help educate and practice “non-judgemental feedback”. Or, feedback that is specific, descriptive, respectful, and appropriate.

Approaching feedback with an open mind

The thought of participating in a complex feedback process can make people feel uncomfortable. No one wants to feel hurt and no one wants to hurt others (not on this team, anyway). Most people haven’t had the chance, or care, to improve their feedback skills. A recent study found we seem to like each other; so let’s do the work and give ourselves the care, respect, and feedback we deserve.

Approaching feedback with an open mind means being present, assertive, and gracious. Leave your personal troubles at home. Close down Slack for a minute, get comfortable, do what you need to do in order to feel safe.

Let’s train ourselves to see feedback as a gift. Gifts are given with care, with the receiver in mind. Don’t give the feedback equivalent of a Starbucks gift card; put some genuine thought into this. As the receiver of a “feedback gift”, respond appropriately. Be grateful for the care behind it. Reflect on it, say thank you.

Ruthlessly compassionate feedback

What does it mean to be ruthlessly compassionate? It means we come from a place of care and support to deliver quality feedback that is specific, descriptive, and supportive.

Reflect on your intent to give feedback. U mad, bro? Pump the breaks. Remember, we are equals working on the same team aiming for the same goal. Assume the best of your peers and give them the attention and care you’d expect to be given to you. Feedback is a two-way street; you get what you give.

If your intentions are good, and clearly communicated, then get that feedback party started. If you’re stuck, The Rosenberg Method is a helpful framework for delivering feedback.

https://lh6.googleusercontent.com/nR4HpI3zIFQ8bvuSrOGlNkwLSWgT86_8dFTaJ4TchiTflpVD3khol4GfPl18n1ziyUcWCXOmmitBMrvS6_jTLtaOypzQoryoq9PHZcKSAnTGCE7PNe6e1rsEQ0vzn3caDMS2kFd_fdChIuAI5iScUA

Here are some quick tips in delivering feedback:

Remind the receiver you are here to help, not hurt. Imagine how horribly confusing this situation would have been unless [this character](https://makeagif.com/gif/im-luke-skywalker-im-here-to-rescue-you-6rxsSm?) didn’t state his intentions clearly.

Talk about what you would like to see—not what you don’t like, or what’s wrong. Being positive doesn’t mean watering it down, it should be assertive and goal oriented.