Promote a culture of trust by normalizing feedback as a growth tool. Train the team on giving and receiving constructive input using models like SBI (Situation-Behavior-Impact). Encourage regular check-ins, peer reviews, and safe spaces for dialogue. Lead by example, showing that feedback is a shared responsibility.

Quintillian once said, "One should write in a way that makes it impossible for the reader to misunderstand." That goes for spoken word as well. Leaders leave nothing to chance. Eliminate, "I thought you said..." A successful method are Response Generators. These are powerful as they encourage being present and full attention by the listener, along with clarifying the precise issue/message. Questions such as, How so? In what way? Why now? Why is that important to you? Why is that important to the org/project? Also, ask them to describe a recent example. Using "describe" opens up the artist in the other person. Much more courteous than "tell me", which can come off a bossy. Tone is key. Be genuine, sincere, and not confrontational.

tructured feedback only works when trust exists. Without it, even 360s feel like formal noise. I’ve seen small teams unlock real growth by normalizing 1:1 micro-feedback, casually and consistently. Training helps, but habit is what changes culture.

When team communication breaks down, I create a culture where peer-to-peer feedback feels safe, useful, and expected. That starts with setting clear norms: focus on behaviors, not personalities; be specific, not vague; and aim to support, not criticize. I model it myself, offer frameworks like SBI (Situation-Behavior-Impact), and build regular feedback moments into team rituals. Consistent feedback isn’t just a skill — it’s a trust builder.

We’re trying to build a space where everyone feels safe to share their thoughts. Simple things like regular check-ins and honest, respectful chats are helping. We also encourage each other to listen more and judge less. Bit by bit, it’s making teamwork smoother.

I once worked with a team that hesitated to give feedback unless it came top-down. So I shifted the norm. We built in quick, peer-to-peer reflections after every sprint—just two questions: “What worked?” and “What could be better?” No long forms, no judgment. Over time, feedback stopped feeling personal and started feeling purposeful. The key? Make it safe, simple, and consistent. When feedback becomes part of the rhythm—not a rare event—people speak up. And listen better too.

Effective peer feedback requires a culture of trust and psychological safety. First, establish clear guidelines for giving and receiving feedback, emphasizing constructive and specific observations rather than personal judgments. Provide training on effective feedback techniques. Encourage regular feedback exchanges, both formal and informal. Create dedicated time and platforms for peer feedback sessions. Lead by example by giving and receiving feedback openly. Recognize and reward teams that demonstrate strong feedback practices. Emphasize that feedback is a gift for growth and improvement, both individually and collectively. A culture of open and constructive peer feedback strengthens communication and collaboration.

When communication breaks down, peer-to-peer feedback can be the bridge but only if it’s built on trust and intention. The following actions can be taken: a) Start by creating a culture where feedback is seen as a gift, not a threat. b) Model curiosity over criticism. Encourage team members to ask, “What’s one thing I could do better?” Inviting feedback rather than waiting for it. c) Normalise regular, bite-sized conversations instead of formal reviews. A casual chit chat over a lunch table. d) Equip your team with language that’s specific, kind, and actionable. True feedback culture doesn’t start with telling, it starts with listening. When people feel safe to speak up, growth becomes a shared responsibility, not a top-down directive.

Don't start with a process. Start with comfort. We kept it super simple... - gave everyone a format to follow - made it peer-to-peer (not top-down) - reminded everyone: feedback = help, not attack (no one should take it personally) Once that clicked, people opened up. It works when it feels safe. Try it out :)