What is feedback culture?
Feedback culture refers to the way in which feedback is given, received, and used within an organization—regularly, openly, appreciatively, and with the aim of promoting learning and development.
A strong feedback culture means that feedback is normal, desired, and actively sought—regardless of hierarchy, function, or situation.
What is the difference between a feedback culture and an error culture?
- Feedback culture = Focus on feedback regarding behavior, performance, collaboration – for further development.
- Error culture = Dealing with errors: How openly are they discussed, are they seen as a learning opportunity or as a failure?
Both cultures are closely linked, but not identical. A good feedback culture promotes a healthy error culture.
How can you build a feedback culture in your company?
Steps for implementation:
- Lead by example: Supervisors give and request feedback.
- Training courses & workshops: Learn to give and receive feedback (e.g., NVC, feedforward).
- Establish clear feedback formats: 1:1, retros, check-ins, tools (e.g., easyfeedback).
- Incorporate feedback regularly: in meetings, annual reviews, regular meetings.
- Promote openness and trust: focus on development, not blame.
- Set feedback goals: why do we give feedback? What do we want to achieve with it?
What challenges are there with implementation?
- Fear of criticism or conflict
- Hierarchical thinking (“you don’t give feedback to your superiors”)
- Unclear expectations and lack of standards
- Lack of feedback skills (uncertainty in phrasing)
- No time frames or rituals for it
- Culture of “silent tolerance” instead of active communication
Solution: Combination of training, role modeling, and clear structures.
How does feedback remain effective in the long term?
- Regularity instead of one-off actions
- Feedback tracking: What has been implemented?
- Transparent communication of the effect (e.g., “Thanks to your feedback, we have changed …”)
- Give feedback in a positive way (not only when there are problems!)
- Continuous reflection and adaptation of formats
What methods/types of feedback are there?
| Method | Description |
|---|---|
| 1:1 feedback | Regular discussions between two people |
| 360° feedback | Feedback from different perspectives |
| Peer feedback | Colleagues give each other feedback |
| Retrospectives | Team feedback after projects or sprints |
| Anonymous feedback tools | e.g., easyfeedback |
| Feedback cards/questionnaires | e.g., with standardized questions |
| “Feedforward” | Instead of focusing on mistakes: What can you do better in the future? |
How can feedback work in hierarchical structures?
- Enable feedback from below: e.g., through anonymous feedback or moderation.
- Train managers: Listening, avoiding defensive reactions.
- Create a culture of psychological safety: criticism without fear.
- Structure feedback formats: time, framework, focus (e.g., review meetings).
- Leadership role model: actively seek feedback yourself (“What do you want from me as a manager?”).
What specific feedback questions and rules are helpful?
Rules for good feedback
- Be specific rather than general (“Your behavior in situation X…”)
- Use “I” statements rather than assigning blame
- Be constructive and forward-looking
- Be timely and respectful
- Allow questions (“What did you mean by that?”)
Examples of feedback questions
- What went well in our project/our collaboration?
- What could I have done differently or better?
- How did you perceive my communication/decision?
- What do you need from me to be able to work better?
- What would you like to see in our collaboration?
