Lead by example—ask for feedback yourself and show that mistakes are simply opportunities to learn and grow. Create an environment where people feel safe and comfortable sharing their thoughts openly. Make feedback a regular part of the conversation. Hold regular check-ins to encourage ongoing feedback and reflection. If needed, offer training on how to give and receive feedback effectively. Most importantly, always follow up on feedback by taking action on it and reflecting on how those changes are making a difference. This reinforces the idea that feedback is valuable and drives real growth.

Se sua equipe hesita em dar feedback, é crucial promover uma cultura de transparência e confiança. Feedback é vital para o desenvolvimento contínuo. Seja específico e direto, focando em comportamentos e não em personalidades. Utilize a Comunicação Não-Violenta e escolha momentos apropriados para conversas. Equilibre feedbacks positivos e negativos e ouça ativamente. Reforce a importância do feedback regular e ofereça suporte para que todos se sintam à vontade para compartilhar suas perspectivas. Essas práticas não só aprimoram o desempenho individual, mas também fortalecem os laços e a confiança dentro da equipe, incentivando uma comunicação aberta e um ambiente de crescimento.

Building a feedback-friendly culture starts with trust and consistency. Normalise feedback by integrating it into regular check-ins, making it a routine rather than a rare event. Lead by example—give constructive feedback openly and request it yourself to show its value. Shift the mindset by framing feedback as a tool for growth rather than criticism. Encouraging peer recognition also makes feedback feel more natural. When teams see feedback driving improvement, they become more willing to engage.

I strongly believe that normalizing feedback starts with creating the feedback culture and creating the culture starts by being a role model - be the one asking for feedback and acting on that. Acting on feedback is the key thing here because otherwise people still won't be seeing any value in providing it. We can only create value of something to engage other follow us.

I focus on creating structured yet informal spaces for feedback, whether through anonymous channels or regular check-ins. Normalizing constructive conversations and leading by example helps teams embrace feedback as a tool for growth rather than criticism.