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Why we need a new feedback culture!

👉 Good feedback helps us to grow! The sad thing is we don’t know how to do it in the right way

👉 Establish a feedback Friday day where you the whole team gives feedback

👉 Make giving and receiving feedback a habit within your company

Tai Tran is a Forbes contributor, worked for Apple, and is the head of marketing of the Saas company Matter. He is also co-founder and president of the Close the Gap foundation which helps low-income students reach their fullest potential and live a fulfilling life.


🎯 Link to the interview in the comments, search Content Marketing Mastery on your favorite podcast app or go to my website: https://www.contentmentoring.com/ Do you need support with your content marketing strategy? You can book a free consultation here: https://www.contentmentoring.com/book-online


You can find more about Tai on these websites:

Close the gap foundation: https://www.closethegapfoundation.org/about

Matter: https://matterapp.com/


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#forbes #matter #SaaS #marketing #contentmarketing #content #onlinemarketing #forbescontributor #passion #earnedmedia #feedback #apple

🎧🎧 You can listen to the whole interview here:

https://anchor.fm/contentking/episodes/Marketing-lessons-from-Apple--Interview-with-Tai-Tran-epls1h



Transcript:

So you are also head of marketing on Matter. So you described Matter. I'm not sure if I really got it. So do you. I mean, giving feedback in a professional way.

But are these things, digital products or do you go to these companies and help them with the professional feedback? Can you explain it in a more detailed way?

Yeah. So we are a saas solution, which is a software as a service and a digital platform. You have your team. Your peers are 360-degree feedback.

Right? Feedback isn't just top-down, but also bottom off as well, right. If you are an employee, you can ask for feedback from your peers, right. Your co-workers.

But you also can ask for feedback from your manager. But even if you're a manager, you should also be asking for feedback from your team as well, right? It's not just, top-down where manager only gets feedback from their manager. Right for us, we want to build an environment where people can thrive when they see that they got feedback, right? I think for me, I always see that feedback is a gift because throughout my career.

It's always easier to give someone positive feedback. But it's very hard to give someone constructive feedback, primarily because we either are a little bit scared to confront someone with, like feedback. That might not be too positive.

And I think we've built a culture where that's all stigma. When someone says I have feedback for you, you're like, oh, shoot. What did I do wrong? Right? Nobody says, oh, that might be positive.

It's yeah, it's always negative. So how do we make sure we build oh no! So often times when something "I have feedback for you. "

No one ever gets the yeah, the feedback, the word feedback should be neutral, right? Because feedback just means that I have something to share. Like something about what you just did could be positive because there's such thing as positive feedback as well, right?

Positive affirmation and gratitude, right? But people still get nervous when they get that thing about feedback, right? So we really want to change that environment that dynamic when it comes to feedback giving, feedback receiving right. So our platform is around giving feedback in real-time so that people can grow, whereas if you only give people feedback once a quarter or maybe twice a year.

By the time you give the feedback, there's no longer a lesson or a story to share. You basically dilute down a situation, a story like oh, this happened. So I wanted to give you some like, points of improvement.

But now it's all the way at the end of the quarter, so it's hard for you to remember what happened. But also sometimes when it comes to feedback like that, you may not feel like it's constructive.

It feels very personal. It feels like, oh, my feedback is tied to my promotion or my compensation. So people are very defensive, whereas if you focus on giving feedback in real-time, but both positive and negative, right? So when I say negative is more about constructive feedback, right? Don't just say what's wrong. But say that hey, I think that, you know, this could have been improved, but also, I would encourage you to do this and that or start doing this. Continue doing this. But stop doing this right.

Give people a framework so that when you give feedback is no longer just, subjective but more objective, right? I think for me, that's really important as like a society. But I think the tool is giving a lot of people that environment to be their best self and really utilize feedbacks a way to grow.

Yeah, and when you say you want to give instant feedback, does this mean something is popping up. And then somebody says, yeah, could you do this in a different way, or what exactly do you mean by giving instant feedback?

Yeah. So real-time feedback. So right now we're still real-time feedback, is through an app right now where you can go on the app, and so it's a website. Then you can give someone feedback if they're already in there so you can in our platform. Right now, there are a couple ways for you to give feedback. One of them is called kudos. You can give someone kudos when they do something amazing.

It could be thank you for a great job well done or celebrating teamwork, right. You can give kudos to multiple people on your team, right? And then when it comes to feedback giving, we also give people the ability to give feedback based on skills.

So, like leadership, communication, candor, inclusiveness, right? Some are popular skills on the platform are typically leadership communication and then also candor as well.

So a lot of time is the again. When it comes to feedback, there's has to be a level of trust, right? So a lot of people aren't really candoris in their feedback.

It's a lot of time is very cryptic, right? Like, oh, I wish they be improved but they don't tell you what you need to improve on, right?

So the real-time nature is that after a project is done, or every Friday, we call it feedback Fridays every Friday. Give feedback to someone who's new on your team.

And if you just have this into engagement, it doesn't have to be something negative for you to write feedback about. The whole point of giving feedback and normalizing it and giving it more regularly is so that when someone does get constructive feedback, it doesn't feel like wait I have never gotten feedback from you up until this point.

So it feels like feedback is you. You hardwire someone to know that whenever they get feedback is negative or constructive, whereas if you do it regularly and actually tell them, hey, I thought this was very well done.

It helps teach them that right, like my work, is deserving of praise. But at the same time, there's always room for improvement, right? So that's the whole nature of real-time is making it more of a habit. So, in the future, we're going to try to integrate the product to other platforms like, slack as well, so that as you work with your team, you can also give feedback, whether at and normalizing it through, like things like feedback Friday, right, making it more of a ritual, a habit to give feedback and receive feedback, and not just once a quarter or once every six months.


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