Sua equipe hesita em compartilhar feedback. Como você pode promover uma comunicação aberta dentro do grupo?

To foster open communication within a hesitant team, create a safe and supportive environment where feedback is valued and respected. Lead by example, sharing your own constructive feedback and showing appreciation for input. Encourage a culture of trust by assuring team members that their opinions are important and will not be met with negative consequences. Use anonymous feedback tools if necessary to ease initial concerns. Hold regular, informal check-ins to discuss progress and challenges, and actively listen to each member. Reinforce that feedback is a tool for growth and improvement, benefiting both individuals and the team as a whole.

Be the Leader that Trusts. Let your team know that you support them. Let them know their contribution matters. Applaud their successes and constructively criticize where necessary. As a Leader you need to be open, listen and also take feedback.

"Trust people to do their Job !!!". Seems intuitive but can't be stressed enough. If you hire people based on expertise and through a diligent process, then once they are hired place trust in them and give them autonomy at work. Micromanagement kills ingenuity. On the other end of the spectrum, don't just leave people on their own, untethered. Reach out to them, talk to them, ask them what could be better. Make them feel that they are a part of something bigger than themselves. Create a "Tribe" with a unified purpose and you would be surprise how far people will go for you!!!

Open communication thrives on trust! Be honest about wins & losses, share feedback openly (both giving & receiving), and actively listen. Show appreciation for those who speak up - their voices matter! This transparency builds a team that feels safe to share ideas, leading to better solutions and a stronger bonds.

You don't have to expect any feedback from anyone. If people trust you, people will start to talk freely and , believe me, the people genuinely interested of your team/group/department/company's success will start to talk like flooding rivers. Anxiety comes from the ancestral fear to be judged and personally accused (attacked) from the pack around us. Personal traits are important and must be welcomed: we're human beings paid to be the best version of ourselves.

Sie können mit Ihrem Unternehmen nicht schnell agieren, wenn es keine standardisierten Abläufe gibt. Alle sicheren Systeme brauchen Prüfmechanismen und Feedbackschleifen, um langfristigen Erfolg zu gewährleisten. Unzufriedenheit, Stress und Hektik gedeihen dort, wo es Unstimmigkeiten nicht Koordinierte Abläufe somit keine Ordnung und Systeme gibt. Ohne Systemisches Feedback ist es unmöglich Aufgaben, Projekte und Unternehmen zu führen. Sie brauchen Feedback umd genaue Ergebnisse um Datenqualität und Datenintegretität sicher zustellen! Sichere Lenkung von Aufgaben, Kommunikation, Informationen und Knowhow führt zu Lenkung von Wahrnehmung, Aufmerksamkeit und Emotionen der Mitarbeitenden im Unternehmen."

Think of feedback like a helpful tool, not a scolding. Create clear rules for how to give and receive it. This way, everyone knows what to expect and feels more comfortable.

Feedback is key to our team's culture. Clear guidelines on giving feedback as a growth tool, focusing on behaviors, not personal traits, keep it constructive. This approach reduces anxiety and promotes positive communication. But How do you ensure feedback is constructive in your team?

Be open with team without any hindrance to enable them openly communicate with you and others. Tell them openly what is expected from them.

Open communication is key to our team's culture. Clear guidelines on addressing behaviors, not personal traits, keep it constructive. Training in communication, emotional intelligence, and conflict resolution boosts confidence and encourages dialogue. But how do you help your team communicate effectively? 🤔

Imagine you’re learning a new game. Training helps you play better. Teach your team communication skills and how to understand emotions. It boosts confidence in sharing feedback.

Again, if someone is not eager to share feedbacks and speak loud for the wellbeing of her/his Team, is because she/he thinks it's either not worth or she/he feels a potential target. It's because it's a toxic environment. Not because she/he fears to be under-trained. People don't ask training until doesn't feel good where it is. First we look for survival, then we look to improve our hunting techniques. Provide training , sure, but first be sure your team member feels good with you and the others.

Training can help team communicate openly and give feedback without any hesitation. How the feedback back should be provided can be explained in the Training.

Lead by Example: Don't just preach it, practice it! Actively solicit feedback from your team, and openly share your own areas for improvement. Show them that vulnerability is a strength, not a weakness. Focus on Appreciation: Shine a spotlight on positive examples. Publicly acknowledge team members who give constructive feedback, highlighting the value it brings to the project. Structure Encourages Participation: Ditch the free-for-all discussions. Try structured brainstorming techniques like "round robin" where everyone gets a turn to share, or anonymous suggestion boxes to gather initial thoughts. This ensures everyone has a chance to contribute. Structure Encourages Participation: Ditch the free-for-all discussions.

I’ve found that having one on one meetings with my direct reports bi-monthly and one monthly team meeting provides opportunities to address individual concerns and team challenges. I try to always ask things like “what’s keeping you up at night?” and “what can I do to make your job easier?” to get staff talking about concerns or challenges.

Open communication is key to our team's culture. Regular one-on-ones, performance reviews, and anonymous surveys create opportunities for input, especially for those uncomfortable in group settings. Informal methods like suggestion boxes and dedicated discussion time in meetings also help. Making these practices routine ensures they feel natural. If i may ask, How do you create opportunities for your team to share their thoughts? 🤔

Regular team meetings are like practice sessions. Use them to talk openly. One-on-one chats are like special training—focused and personal. Both help improve communication.

LEAD: Listen,Empathy,Apologize and Deliver. Your team is one of your most valuable assets. You need to make time for team members in order for them to know that there voice matters This will help them grow and be an asset to the organization and your team.

The principles of improv, especially the power of "yes, and...", can significantly enhance employee engagement and contribution. When team members know their ideas will be acknowledged and built upon, they're more likely to share valuable feedback and innovative solutions. Example: Imagine a meeting where an employee suggests a new process. Instead of pointing out flaws, the leader responds with, “Yes, and we could integrate that to improve efficiency further.” This validates the input, encourages further creativity, and fosters a workplace where everyone’s voice matters and contributions are valued. While not every idea will be implemented, encouraging sharing rather than shutting down ideas fosters a collaborative environment.

Imagine you’re playing a team sport. When someone scores a goal, cheer for them! Acknowledge contributions—big or small. It motivates everyone to keep playing well.

Acknowledging valuable input reinforces positive behavior. Public or private recognition shows that you appreciate their contributions and motivates others to engage. Balancing praise for both the feedback and the improvements it brings highlights its importance. How do you ensure your team feels valued for their contributions? 🤔

Feedbacks are the food of a team. It must not be awarded. It must exist. Obviously if there'rent feedbacks is probably because people don't want to give feedbacks and therefore is your - team manager - problem. Not theirs.

Appreciating the team members for the feedback can help open communication to improve. Appreciate them infront of them members to make them feed good and encourage others to speak out.

To get your team talking, lead by example and share your own thoughts openly. Be present and actively listen to what your team members have to say, making sure everyone feels heard and respected. Create a comfortable and safe environment for everyone to share their ideas, whether it's in a casual chat or a private meeting. Embrace the unique perspectives each person brings to the table. By doing these things, you'll foster a culture of trust and openness, leading to better collaboration and a stronger team.

Imagine a big table where everyone has a seat. Invite everyone to share their thoughts. Make sure everyone feels welcome. It’s like having a diverse team of superheroes!

Inclusivity can be two-fold. One element being the forum and the other the participation. It’s important to start by providing a forum comfortable for the team to get involved. Not all participants will want to speak in a circle or on camera or at a table in a group setting. It may be best to start with a series of 1:1s. I have found it gives the team a chance to be candid whereas an initial group setting may cause hesitances. After a consensus has been reached, invite the team to discuss commonalities. As a result, it will foster confidence and a willingness to share other not so popular ideas for opinion sharing, and advice.

Building a team where everyone feels safe to speak up is important. It helps everyone work better together and come up with better ideas. To do this, you need to be open and honest with your own thoughts, listen to others, and create a space where everyone feels comfortable sharing their opinions. You can also offer training and opportunities for your team to practice open communication and learn from each other. Set clear expectations for how team members should communicate with each other, and encourage everyone to give and receive feedback constructively. This makes the whole team stronger and more successful.

Um diese Probleme zu überwinden, ist es wichtig, dass sich die Teammitglieder der Probleme und Herausforderungen bewusst sind, die Zusammenarbeit mit sich bringt. Häufigsten Mitarbeiter-Beschwerden dazu gehört beispielsweise: -> das Fehlen einer klaren Linie. Dadurch entsteht leicht ein Mangel an Klarheit über die Aufgabenverteilung & Zeitplanung. -> einer unklaren Aufgaben- & Rollenverteilung und zu Missverständnissen darüber führen kann, wer was tun soll. -> Das Fehlen oder die Nichteinhaltung guter und klarer Vereinbarungen. -> Eine nachlässige Kommunikation unzureichenden Dokumentation & lange Suchzeiten in der Zusammenarbeit. Ohne Systemische Lösungen ist es schwierig, mühsam Aufgaben, Projekte und Kommunikation wirksam zu führen.

It is a hierarchical organisation that creates problems of internal communication. In order to foster an open communication and feedback one of the first steps is to cut the layers in an organisation structure. Anything more than 5 levels is sub-optimal as the leader who is in the 6th layer would never have interacted with employees down below. This distance is what creates distrust and leads to problems in open communication across the organisation. So one of the first steps to foster open communication is to cut layers in an organisation structure.