Using Feedback Loops to Improve Processes

How well do people in your organisation receive feedback? We spend a lot of time teaching people how to give feedback, but what about the skill of receiving it? At McKinsey, this became a critical question. Post-pandemic shifts in the way teams worked meant they lost many of the informal feedback moments that once shaped their development. Leaders noticed that junior colleagues, in particular, were struggling to take feedback on board effectively. Lisa Christensen, Director of Learning at McKinsey, joined me and Laura Overton on Learning Uncut to discuss how they tackled this issue with a company-wide feedback skills surge. Their Receive to Grow initiative was designed to build employees' ability to engage with and act on feedback, embedding this as a core professional skill. The program leveraged behavioural science, data-driven insights, and cross-functional collaboration to create a targeted and scalable learning experience. What really stood out to me was the extent of collaboration across different People & Culture teams. This wasn’t just an L&D-led initiative—it was a systemic effort involving talent development, leadership, performance management, and behavioural science specialists. By working together, they ensured that feedback skills weren’t just trained in isolation but were reinforced across multiple touchpoints in the employee experience. It’s a great example of how cross-functional teamwork can make learning initiatives more impactful and sustainable. Thank you, Lisa, for sharing your insights on designing learning that transforms workplace culture. Listen on your favourite podcast app or go to the episode landing page to listen and access additional resources https://lnkd.in/eus9cn-W  #LearningUncut #LearningAndDevelopment #WorkplaceLearning #LearningCulture #FeedbackSkills

In customer experience (CX), the closed-loop feedback (CLF) model has been a cornerstone for over two decades, originally designed to ensure responsiveness and adaptation. It's time for a change. With the advent of artificial intelligence, it's clear that merely adapting this model isn't enough. It's old tapes. It needs to evolve. Here's what's next: Real-time Interaction Management: Traditional CLF reacts to feedback after the fact. And, traditionally, closing the "inner loop" requires a human to follow up. AI turns this on its head. Imagine a system that adjusts the customer journey in real-time based on predictive analytics, reducing friction points before they affect the customer experience. Large Action Models: We all know that AI can dive deep into data lakes to instantly identify patterns and root causes of customer dissatisfaction. This rapid analysis allows companies to not only close the feedback loop faster, but also implement more effective solutions. This will come in the evolution of Large Language Models, or LLMs, to LAMs, or Large Action Models. Continuous Learning Systems: AI transforms CLF from a loop that ends into continuous cycle of improvement. These systems learn from each interaction, constantly updating and refining strategies to enhance the customer experience. This means that the feedback loop is ever-evolving, driven by AI's ability to adapt to new information and complex variables, seamlessly. CX leaders have to embrace AI's potential to redefine our foundational practices. It's time to innovate beyond the traditional CLF and leverage AI to deliver personalized experiences, and at scale. How are you thinking about adaptive, predictive, and personalized CX strategies? Your answer can't be to hire more people to close more loops. #customerexperience #ai #journeymanagement #survey #CLF

Better feedback builds better teams. AI is helping us get there faster and more thoughtfully. AI is driving impact across the business, but one area where I’m especially seeing its value is in how it supports more effective coaching. For example, after a customer interaction, AI can surface key takeaways within seconds and flag areas for improvement, enabling managers to provide timely, specific, and actionable feedback. It’s also changing how leaders support long-term growth. With AI, managers can easily review months of performance data, spot patterns, track progress, and guide more meaningful development conversations. Even something as simple as a weekly performance snapshot can help leaders celebrate wins early and offer support when it matters most. As a longtime people leader and coach, I’m excited about how intelligent tools are changing how managers show up for their teams. When feedback is contextual, consistent, and focused on growth, everyone levels up faster. #AI #Leadership #Coaching

The feedback that destroys vs. feedback that develops: DO YOU KNOW the thin line between growth and burnout? 💥 We all know feedback is crucial for growth, but Most "feedback" is just criticism in disguise. Here's my playbook for creating feedback: What Feedback IS NOT 🚫 - Blame-shifting - Personal attacks - Vague criticisms - One-way monologues - Surprise ambushes during performance reviews What Powerful Feedback LOOKS Like 💡 - Future-focused recommendations - Balanced between recognition and improvement - Collaborative dialogue IGNORING the power of feedback—your workplace will never thrive. 9 Strategies to Build a Feedback Culture: 1️⃣ Start with Trust - Foster psychological safety so employees feel comfortable speaking up. 2️⃣ Integrate Daily Feedback   - Move beyond annual reviews and include feedback in everyday conversations. 3️⃣ Lead by Example   - Ask, “How can I improve?” and show that feedback is collaborative. 4️⃣ Be Specific   - Give clear, actionable feedback. 5️⃣ Balance Feedback   - Recognize strengths while addressing growth areas. 6️⃣ Train Managers   - Equip leaders to give impactful feedback that inspires. 7️⃣ Close the Loop  - Share feedback, take action, and communicate results to build trust. 8️⃣ Celebrate Feedback   - Reward honest feedback and make it a core value of your culture. 9️⃣ Act on Feedback - Show employees their input matters by implementing meaningful changes. Pro Tip: 80% of feedback should be developmental, 20% corrective. Feedback isn't about being "right"—it's about growing together. Thoughts? Drop a comment below! 👇 ------------------- I’m Jayant, an advocate for #MentalHealth awareness. #JayThoughts (follow it and help me grow). I write on topics that inspire growth and well-being. Follow me and then hit the bell🔔 to get notifications for new posts. #Leadership #PersonalDevelopment

Like a medical diagnosis, criticism in the workplace serves to pinpoint problems, inefficiencies, or shortcomings. It highlights areas that require attention, whether in individual performance, team dynamics, or organizational processes. However, criticism that stops at identification, without providing a roadmap for improvement, is incomplete. It can lead to frustration, demotivation, and a sense of aimlessness, akin to a patient knowing their ailment but having no means to cure it. The transition from merely diagnosing to offering a treatment plan in the business context involves providing actionable feedback. This step requires skill, empathy, and a deep understanding of the individual or the situation at hand. Actionable feedback is specific, achievable, and relevant. It not only points out the area of concern but also offers practical steps, resources, or guidance on how to rectify the issue. This approach transforms criticism from a potentially negative interaction into a constructive and empowering one. Incorporating actionable plans into criticism yields multiple benefits. For employees, it provides a clear path to improvement and facilitates growth. For teams, it encourages a culture of continuous improvement, collaboration, and open communication. And for organizations, it leads to improved results and a competitive edge. Implementing this approach is not without its challenges. It requires a culture that values open communication and continuous learning. Leaders and managers must be trained to provide balanced feedback that is both honest and constructive. Additionally, there must be an understanding that the 'treatment plan' might require adjustments and flexibility, as every professional scenario is unique. The takeaways ... [1] When offering criticism, accompany it with a specific, measurable action plan. For instance, if an employee's performance is lacking in a certain area, don't just highlight the problem; provide clear, achievable goals and a timeline for improvement. Offer resources, if needed. [2] Constructive criticism should not be a one-way street. Encourage employees to engage in the feedback process actively. This can be achieved by asking them for their input on potential solutions or improvements. Such an approach not only empowers the employees but also builds a culture of mutual respect and collaborative problem-solving. [3] Criticism and action plans are not a 'set it and forget it' scenario. Regular follow-ups are crucial to ensure that the action plan is being implemented and to assess its effectiveness. [4] Recognizing and acknowledging progress is equally important, as it reinforces positive behavior and outcomes, leading to sustained improvement and development. ✅ Share this to your network ✅ Follow me on LinkedIn for expert insights ★ DM me for a conversation to learn how we can help you grow & succeed #business #people #leadership #management #growth #success #feedback #communication

Getting the right feedback will transform your job as a PM. More scalability, better user engagement, and growth. But most PMs don’t know how to do it right. Here’s the Feedback Engine I’ve used to ship highly engaging products at unicorns & large organizations: — Right feedback can literally transform your product and company. At Apollo, we launched a contact enrichment feature. Feedback showed users loved its accuracy, but... They needed bulk processing. We shipped it and had a 40% increase in user engagement. Here’s how to get it right: — 𝗦𝘁𝗮𝗴𝗲 𝟭: 𝗖𝗼𝗹𝗹𝗲𝗰𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Most PMs get this wrong. They collect feedback randomly with no system or strategy. But remember: your output is only as good as your input. And if your input is messy, it will only lead you astray. Here’s how to collect feedback strategically: → Diversify your sources: customer interviews, support tickets, sales calls, social media & community forums, etc. → Be systematic: track feedback across channels consistently. → Close the loop: confirm your understanding with users to avoid misinterpretation. — 𝗦𝘁𝗮𝗴𝗲 𝟮: 𝗔𝗻𝗮𝗹𝘆𝘇𝗲 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 Analyzing feedback is like building the foundation of a skyscraper. If it’s shaky, your decisions will crumble. So don’t rush through it. Dive deep to identify patterns that will guide your actions in the right direction. Here’s how: Aggregate feedback → pull data from all sources into one place. Spot themes → look for recurring pain points, feature requests, or frustrations. Quantify impact → how often does an issue occur? Map risks → classify issues by severity and potential business impact. — 𝗦𝘁𝗮𝗴𝗲 𝟯: 𝗔𝗰𝘁 𝗼𝗻 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 Now comes the exciting part: turning insights into action. Execution here can make or break everything. Do it right, and you’ll ship features users love. Mess it up, and you’ll waste time, effort, and resources. Here’s how to execute effectively: Prioritize ruthlessly → focus on high-impact, low-effort changes first. Assign ownership → make sure every action has a responsible owner. Set validation loops → build mechanisms to test and validate changes. Stay agile → be ready to pivot if feedback reveals new priorities. — 𝗦𝘁𝗮𝗴𝗲 𝟰: 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 What can’t be measured, can’t be improved. If your metrics don’t move, something went wrong. Either the feedback was flawed, or your solution didn’t land. Here’s how to measure: → Set KPIs for success, like user engagement, adoption rates, or risk reduction. → Track metrics post-launch to catch issues early. → Iterate quickly and keep on improving on feedback. — In a nutshell... It creates a cycle that drives growth and reduces risk: → Collect feedback strategically. → Analyze it deeply for actionable insights. → Act on it with precision. → Measure its impact and iterate. — P.S. How do you collect and implement feedback?

In a CULTURE of continuous feedback, people aren’t just "allowed" to give feedback; they’re actively encouraged to. It's where feedback isn’t reserved for formal reviews or the occasional meeting; it’s a natural part of daily work. A true CULTURE of continuous feedback means that: ✳️ People share ideas freely, knowing their thoughts are valued. ✳️ Teams regularly check in to discuss what’s going well and where things might need adjustment. ✳️ Leaders and managers seek feedback as much as they give it, showing that everyone’s input matters. ✳️ Constructive criticism is welcomed, and people see it as an opportunity to make things better, not as a judgment on them. If this all sounds very different to your existing culture- here's a few things you can try: ✔️ Set up Regular Check-Ins (Daily huddles, 1:1 coaching sessions and weekly meetings provide the necessary space for people to share their ideas, address challenges, and offer suggestions for improvement. ✔️ Create Feedback Channels: While direct feedback is a sign of a healthy feedback culture, there will always be people who don't like to speak up about how they feel so give people multiple ways to share feedback e.g. through suggestion boxes (physical or digital) or anonymous surveys. ✔️ Lead by Example: Simple- Ask for feedback on your own performance or decisions. If you struggle with this, you need a coach!! ✔️ Encourage Real-Time Feedback: Encourage people to give feedback in the moment rather than waiting for formal reviews or structured meetings. If someone spots an improvement opportunity during a task, they should feel free to speak up right then. ✔️ Recognize and Act on Feedback: Feedback culture only works if people see that their input leads to real change. Yesterday, we talked about recognizing the real experts—the people who do the work. In a feedback culture, this means actively listening to those insights and implementing changes based on what people who carry out the process are seeing and experiencing. They know better than anyone how things really work and where the bottlenecks lie. 💡 This culture isn't built overnight but it's entirely possible to build over time, once leaders are open to their own development and willing to make changes in their own behaviours first! #feedback #feedbackculture #leadership #continuousimprovement #lean #leanmanagement

Constructive feedback is a cornerstone of professional growth. 🌱 Whether you're a seasoned executive or a fresh graduate, learning to navigate and embrace feedback is crucial for personal and professional development. Here are some key strategies to effectively handle constructive feedback in corporate environments: 1️⃣ Embrace a Growth Mindset : View feedback as an opportunity for growth rather than criticism. Adopting a growth mindset allows you to approach feedback with an open and positive attitude, seeing it as a chance to improve and excel in your role. 2️⃣ Active Listening: When receiving feedback, practice active listening. Take the time to fully understand the feedback being provided without immediately jumping to defend or justify your actions. Pay attention to both the content and the intent behind the feedback. 3️⃣ **Seek Clarification: If you're unclear about certain aspects of the feedback, don't hesitate to seek clarification. Asking questions demonstrates your commitment to understanding and learning from the feedback provided. 4️⃣ Reflect and Process: Take some time to reflect on the feedback you've received. Consider how it aligns with your goals and values, and identify specific areas where you can make improvements. Use this reflection time to process the feedback and formulate a plan of action. 5️⃣ Take Action: Actively work on implementing the feedback into your daily practices and behaviors. Set realistic goals and milestones to track your progress. By taking concrete actions based on feedback, you demonstrate your dedication to continuous improvement. 6️⃣ Seek Support: Don't be afraid to seek support from mentors, colleagues, or HR professionals if you're struggling to address certain feedback or need additional guidance. Utilize the resources available to you within your organization to support your growth journey. 7️⃣ Express Gratitude : Show appreciation to those who provide you with constructive feedback. Recognize the time and effort they've invested in helping you grow professionally. A simple thank you goes a long way in fostering positive relationships in the workplace. Remember, constructive feedback is a valuable tool for personal and professional development. By approaching feedback with an open mind, actively listening, and taking meaningful action, you can turn feedback into fuel for your growth journey. Embrace the opportunity to learn and evolve, and watch yourself flourish in your corporate career. 💼✨ #ProfessionalDevelopment #ConstructiveFeedback #GrowthMindset

Do you know this feeling? At the end of the year, we gather all our concerns and criticisms and pour them out in one big discussion with our suppliers. But is this really effective? 💬 I strongly believe that we should establish a culture of feedback and evaluation. Instead of saving everything up, we should provide feedback after each completed project. This gives our suppliers the chance to improve and adapt. Let's stop "collecting" information and then presenting it all at the end of the year. Instead, we should use annual meetings or business review sessions to look ahead, discuss new ideas, and make plans together. By setting up a regular feedback loop, we create open and constructive communication with our suppliers. We enable them to continuously improve and meet our needs. At the same time, we have the opportunity to clearly communicate our expectations and address obstacles early on. A proactive approach in working with suppliers is crucial for long-term success. We shouldn't wait for annual meetings to address issues; instead, we should stay in constant dialogue. Let's together create a culture of open feedback and continuous evaluation. This is the only way we can take our supplier relationships to a new level and make lasting improvements. I'm eager to hear your thoughts and experiences. How do you handle annual reviews with your suppliers?  #SupplierReviews #FeedbackCulture #Procurement

Mastering the art of giving feedback is not just a skill; it's a key to unlocking the potential of your team members and fostering their professional growth. Research from CIPD emphasises this, indicating that an astounding 72% of employees seek more feedback from their managers. Feedback, whether positive or constructive, can have a substantial effect on productivity and overall performance. It's a crucial tool, serving as a roadmap to assist employees in improving their work. However, providing feedback is not always straightforward, particularly for new leaders. It may feel awkward and difficult. This skill is vital for boosting performance and fostering a favourable work environment. Here are a few tips to simplify the process: • Be Specific: Avoid ambiguous feedback. Instead, offer clear and straightforward comments that can guide improvements. • Be Timely: Don't delay until formal review meetings. For optimum impact, provide feedback as near to the event as possible. • Be Regular: Incorporate feedback into your regular interactions with employees. The more you do it, the more comfortable you'll become. Remember, feedback is not just about pointing out areas for improvement. It's also about recognizing and appreciating good work. By balancing your feedback with positive remarks, you can create a supportive work environment that motivates your team to excel. • Be Open: Promote a feedback-rich culture where everyone feels comfortable giving and receiving feedback. Feedback isn't about criticism. It's about assisting your team in growing, learning, and excelling. Do it correctly, and you'll witness tangible productivity, performance, and workplace harmony enhancements.