---
title: On Feedback
teaser: How can we give better feedback to each other?
tags: playbook,communication,leadership,studio culture,teams,work culture
author: Rob Whittaker
published_on: 2024-04-08
---

Throughout 2023, thoughtbot discussed using feedback as a growth tool. We should
have talked about feedback as a way to support each other. I want to talk to you
about the importance of feedback for support and what your team members can do.

## Setting up for success

As a manager, my job is to ensure my team members' jobs fulfil them or that they
have the tools to make their job fulfilling. You can also call this "setting up
for success". I can only do so much during one-on-ones and check-ins. Coaching
folks is much easier when I work with them daily. Me working on every project
with everybody is unsustainable and unrealistic. This is where team members step
in.

We have to improve how we help each other. We already do much work to support
each other, but there is always room for growth. We have spoken at length about
improving how we give feedback. Everybody went on feedback training in
April 2023. I understand that folks may find giving feedback challenging. People
can always reach out to other team members for help. Reaching out is part of
self-management and self-improvement.

Self-management is one of our core values at thoughtbot. The entire organisation
relies on you being able to manage yourself and others. Your team lead and
director have little visibility of your daily work. We need individuals to help
manage each other.

## Giving feedback

When it comes to giving feedback, many avenues are available to you. The top two
that come to mind are direct feedback and retrospectives. I trust folks'
judgement to understand the appropriate approach.

When giving feedback, remember the [BIQ model][]. Tell the person about the
concrete Behaviour you noticed. Explain why a change is Important. Question how
the responder may make a change.

Throughout the conversation, we have to remember that trust is another one of
our core values. We must trust in how those receiving the feedback will respond.
We also have to trust that the person giving the feedback is trying to help.

Feedback is a tool that we can use to help each other. Often, we don't know what
we don't know. We need people to tell us so that we can learn something new and
grow. Imagine if the shoe was on the other foot. You would want folks to reach
out and offer to help.

## Spotting trends

So far, we have spoken in the abstract, but there are certain things you can
look out for. Has a team member gone quiet? When did you last talk or work with
someone on your team? Is somebody taking a long time on a task? Your daily syncs
are an excellent opportunity to spot these trends.

Clients notice these trends, too. They are often uncomfortable giving feedback
and assume we hold each other accountable. A minor issue can become more
significant. This usually involves escalations, needing more challenging
conversations and energy to fix.

If possible, retrospectives are a fantastic place to address issues affecting
product delivery. We want a safe environment where folks can share areas for
improvement. We can share feedback in the open. This creates a space where our
clients feel comfortable sharing their thoughts. The client can also see how we
respond and grow from giving each other feedback.

Once you see one of these flags, you have a fantastic chance to reach out. One
solution may be to ask if the person wants to pair. From there, another
perspective may unlock a problem somebody has been stuck on. You may talk about
the task size and how to break it down into smaller tasks. Context is critical
in these conversations. While talking, you may spot a practice that you could
improve. There may be something the other person is missing. You can give a tip
to help your fellow team members.

Once you have spoken to a team member, they then have something they can discuss
with their Team Lead. Without the knowledge, they have no context for areas of
growth. Team Leads can then lean into their training to coach the individual
team members. They need something to start with, though.

It's in my nature to expect people to be respectful and empathetic to each
other. We worry about being nice and hurting each other's feelings. Thinking
this way is how to ensure you do the right thing. We all want to be the best we
can be and enjoy ourselves. That's the goal. All we're trying to do is help each
other.

## Conclusion

This post concentrated on giving feedback. As a team member receiving feedback,
it is up to you to act. Acting may involve doing something or talking to your
Team Lead about the options. Only you can make that first step, and your
teammates trust you to act. All around you are people that want to help and see
you grow. Lean into that environment.

There is a lot in the post. Take the time to read and digest. If you have any
comments or questions I would love to hear them. I am sure there is something I
have missed or a nuance I should consider.

[biq model]: https://trainual.com/manual/the-right-way-to-give-workplace-feedback#biq-feedback-method