by Caryl Teh

It’s difficult to improve or grow in the workplace when you don’t know what you need to work on. Getting feedback helps, but it can also be tricky if a person thinks that every piece of constructive advice is a personal attack on them or the quality of their work. It takes a strong foundation of trust to deliver feedback productively. So here are some ways you can build stronger trust with your teammates, and encourage healthier open communication that will help everyone to flourish a little better.

1. Encourage open communication 

If you’re on the receiving end, then a good place to start is asking and encouraging your teammates to give you feedback if they ever have any. If you’re on the giving end and your teammates haven’t made it clear that they welcome feedback, ask if they are open to it before you share. Even if they have been receptive before, always be sure to double-check just to make sure. 

2. Focus on the shared goal

When you’re working on a team project, each member brings their own unique strength to work towards a shared goal. Taking time to listen to the perspective they bring to the table will not only help the team make more robust improvements to the project, but also gives you a chance to marvel at and appreciate the amazing people you get to work with and learn from. You’ll be amazed at what you can achieve when you strive for it together. Now that’s a team win.

3. Don’t take things personally. Assume the best about each other!

Remember that when you’re working on a team project, the end goal is for the PROJECT to be successful; something that you and your teammates will be proud to present. So try putting on this mental lens: feedback is given so we can make the project better, not as a personal attack on me or a criticism meant to demean my work.

If you’ve done so well that nothing needs changing, then great! You know you’re on the right track. If someone suggests an improvement in good faith, then that’s also good! Even if it was meant as a personal attack, take some time to consider it and ask what your other teammates think. If it was unsubstantial, at least you gave them the benefit of the doubt, showed that you value their feedback, and can now move on. No relationships have been soured on your end. But if it was substantial, then they’ve pinpointed an area in your professional skillset that you can improve on. It’s a win-win-win-win situation.

This is a powerful mental attitude that liberates you to utilise the feedback you receive as a roadmap to help you keep learning and growing.

4. Set aside designated time to give feedback

Springing feedback on someone when they don’t have time to process it, is not a good idea. Instead, with your team, set up a recurring time and place for feedback, whether in person or over video chat. By interacting face-to-face at a predetermined time, you are all in a conducive headspace to give and receive your feedback. You also minimise the potential for miscommunication by making sure the conversation is given the attention it deserves. 

Feedback is helpful for everyone. It’s a sign that your work relationships are healthy and thriving, and that you want to keep improving. So stay open to feedback, and keep communicating to build each other up. We’re better together!