How to Create a Feedback-Driven Culture for Conflict Prevention

Even as a labeled “high-performer,” impromptu meetings with my boss used to give me mad anxiety. Am I going to hear praise, or am I going to be fired? Rational? No. My fault? Well, not entirely. There was inconsistency in delivery. It comes down to making sure your team members ALWAYS know where they stand and where they're headed! Sounds easy enough, right? Then why isn’t everyone doing it? Because if it sounds to easy - it becomes easy to put off. And that’s where folks fall short. Here's the deal: if your team is underperforming, anxious, or caught off guard by performance reviews, it's a massive red flag that something's not right in your approach. But here's the good news: it doesn't have to be that way! Here are 5 ways we ensure our people know where they stand and where they're headed: 1) We make our 1:1s count. These aren't just another meeting to check off the list - they're sacred time dedicated to diving deep, providing guidance, and exchanging meaningful feedback. We create a space where transparency and trust can thrive, and it shows in our results. (And we rarely - if ever - need to cancel.) 2) We don't believe in surprises. Our performance management tool allows for ongoing feedback loops throughout the year. This means our team always knows exactly where they excel and where they need to focus their growth. 3)We harness the power of collaboration by encouraging peer feedback. Leaning on the insights of those in the trenches with us, we build a true team mentality and build each other up. (Plus, your high-performers will feel like they found buried treasure with all of the extra insights into their performance.) 4) We make feedback a two-way street. We make it insanely easy for team members to seek out feedback on their work (directly and anonymously). We've created a culture where everyone feels empowered to ask for input and use it to level up. 5)We lead by example. Feedback is woven into the fabric of our company culture, starting at the top. This creates a ripple effect of growth, support, and recognition throughout the team. And here's the kicker: our senior leadership team is all in on the success of every single team member. When your leaders are bought in and actively involved in your development, it's a game-changer. You feel valued, supported, and driven to give your best every single day. Leaders: if you're ready to take your team's performance to the next level and create a culture that breeds success, steal this page from our playbook. And if you’re that anxious person carrying around uncertainty: Right now, ask for specific feedback. Then give some feedback. Be the example. Keep killing it.

Sometimes you need a life jacket ... not because you can't swim, but because it gives you the confidence to try something new. My dog, Ranger, donned his life jacket on Saturday for his first dock diving class. Being new to the sport, I wasn't sure how quickly dogs took to swimming. I wanted both of us to feel confident in our latest adventure! The experience had me considering how we can give our teammates "life jackets" to wear when wading into new waters. As leaders, we can't be the only ones diving into the deep end. We need our staff to learn how to tread water and have the confidence to jump into the unknown. Here are a few ways to build your team's confidence: • Say “I trust you.” — People who have worked under micromanagers may second-guess their instincts and recommendations. Acknowledge their expertise and decision-making abilities. When team members feel trusted, they’re more likely to take calculated risks and explore new opportunities. Knowing their supervisor has their back can give them the confidence to push forward. • Compliment their communications. — When you observe someone handling a tough situation well, point out what you saw them doing right. For example: “During that conversation, you handled their concerns well. I appreciate how steady you are in conflict and how you pulled in the data to support your recommendation.” Positive reinforcement boosts confidence and motivates them to keep pushing boundaries. • Give people talking points for tough conversations. — For a new manager, providing constructive feedback can feel daunting. Share best practices and give them a handful of sentences you would use if you were in their shoes. • Offer training and professional development opportunities. — Send webinars, workshops and cohort-based groups to help your team strengthen skills and grow confidence. One of my most valuable experiences as a new leader was a 360 degree review through Eager Labs! It helped me see my skills from new perspectives. • Normalize feedback. — Create an environment where feedback is constructive and frequent. Encourage peer-to-peer feedback, and emphasize its importance for growth. With writers, I like to encourage peer editing because it strengthens the skills of both the writer and the reviewer! And, when everyone participates in giving feedback, it becomes less intimidating. • Share insights from “below the surface.” — As a leader, there are decisions and discussions your team might not be a part of. When it’s time for them to become involved, share relevant information (as appropriate) to give them context and history to support better decision-making and problem-solving. 💡 How do you ensure your team feels prepared and supported as they explore uncharted waters?

𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐢𝐧𝐠 𝐚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐨𝐟 𝐂𝐨𝐮𝐫𝐚𝐠𝐞𝐨𝐮𝐬 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐚𝐭 PSPDFKit ✨ "Withholding feedback is choosing comfort over growth." Adam Grant's poignant words resonate deeply with me, especially in the context of our journey at PSPDFKit. As a founder, I've seen firsthand how much our company is strengthened with each honest conversation. Feedback is not just another box to check; it's a core value that we must live by daily. It's about building an environment where every team member feels empowered to speak up, knowing their voice will be met with respect and an open thankful heart by their fellow teammates. This culture of continuous feedback is the only way I know for certain to achieving collective and individual growth. At PSPDFKit, we've woven this philosophy into our DNA. Whether it's through regular anonymous surveys requesting feedback, through valuing transparency and living it through regular Ask Me Anythings, or fostering both cross-team and cross-organization feedback, we're committed to maintaining a space where feedback flows freely, constructively, and is actively welcomed. I say, let's challenge ourselves to offer that gift of growth. And when we're on the receiving end, let's accept it with gratitude and a resolve to evolve. Let's view it as an act of investment in someone's potential rather than a critique of their current state. Because when we speak truthfully, we help each other to improve, innovate, and move forward. After all, our ability to flourish hinges not on the praise we receive but on the honest conversations that drive us to improve. Let's remind ourselves that in the landscape of growth, comfort is the enemy of progress. How do you encourage a feedback-rich culture in your workspace? #leadership #startupculture #feedbackmatters #growthmindset #feedbackculture