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What are you doing to show your team that it’s safe to give and receive feedback?
At Fellow, we try to incorporate feedback into every aspect of our work lives. This includes asking for feedback about meetings, projects, and ourselves.
These first two articles will help you build a feedback culture across your team:
🧬 4 secret ways to weave feedback into your team’s DNA
TLDR: Effective feedback can be a catalyst for positive change in your systems, processes, and workflows. But in order to foster a culture where feedback is part of the team’s DNA, you must:
- Show your team it’s ok to share constructive feedback with their boss.
- Incorporate opportunities for feedback into their day-to-day experience.
- Give people opportunities to deliver feedback anonymously.
🎨 How to design the perfect meeting agenda in 8 easy steps
TLDR: We should think about meetings in the same way that we think about products – something we can design, iterate on, and ask for feedback about. Here are some best practices that you might not be using when crafting your meeting agendas:
- Customize an already-existing template.
- Invite certain people for only a part of the meeting.
- Phrase your agenda items as questions.
Finally, if you’ve ever felt insecure about your leadership style – either because you’re an introvert or because your direct reports are more experienced than you – these two articles will help you overcome that!
🤝 Managing more experienced people (Julie Zhuo)
TLDR: How do you manage people with deeper knowledge in a particular domain? Admit honestly to your senior reports what you do and do not know, and work together on a plan for how you can help support them. You don’t have to do everything yourself. You just have to make sure everything gets done.
🙈 Introverted managers can lead without gift or gab (Scott S. Bateman)
TLDR: Managers who are great listeners draw more knowledge and information from people. They generate more trust and learn a lot more about their employees, the operational performance and the work environment in the process. So despite some perceptions otherwise, introverted managers have plenty of unique skills and advantages.
