Why it’s important to feel proud of your team’s work

If employees aren’t happy with the work they or the team produces it’s possible that the rest of their work can suffer as a result. Think about it -- you spend a lot of your waking hours working. A 40 hour work week means over 2,000 hours in a year! If you aren’t proud of the work your team is creating during that time, then your long-term success is questionable.

There are many reasons why people may not feel proud of the work the team produces. From not having enough time to the quality of team members’ work not being perceived to be good enough, or simply thinking that the type of work being produced is not the most important work. We are going to focus on improving the quality of the work your team is producing through giving feedback.

How can feedback help?

When you provide moments for regular feedback between your team members, you will help them foster opportunities to improve their quality of work, which will become a source of pride. When someone takes pride in their work, the priority goes first to the quality of the work, and then the result. It becomes a positive feedback loop where the more proud people are, the quality of their work gets better and as the quality improves the more proud they become.

Team feedback session exercise

This exercise will create the opportunity for your team members to give and receive feedback on a more regular basis. These sessions are not only for the individual to receive feedback, but team members participating can benefit from hearing the feedback shared by others.

Preparation (Manager)

Schedule a recurring weekly or monthly Team Feedback Session. You can create a schedule for team members to participate or it can be decided on a voluntary basis. In either case, it should be decided at least a week ahead of time to allow the feedback requester time to prepare the session.

You can allow these sessions to be open to any topic or specify a topic to be discussed. A few examples:

  • Reviewing a call with a prospective client in a Sales team

  • Hosting a design critique in a Design team

  • Doing a live code review in a Product Team

  • Running through a presentation or a workshop

Preparation (feedback requester)

In order to make the most of the feedback session and your team members’ time, think carefully about what you want feedback on. If the topic is open, what is something that would be helpful to have additional perspectives on? If the topic is pre-chosen, like reviewing a customer call, what sections do you want them to focus on? Have you been working on your active listening skills or do you want to get feedback on your general meeting leading skills?

Send out an ask for feedback request through Impraise to your Team ahead of the session. Include any information they need to know in the description, link to documents or recordings, or include any required pre-work.

Your questions can either be very specific or can be general. Your team members will use the ask for feedback request to send you written feedback after the feedback session.

During the meeting (feedback requester)

  1. Remind your team what they will be reviewing and briefly present it to set the context. Give just enough information for them to understand, but don’t justify your work or over-explain.

  2. Explain again the level of feedback that you are looking for. For example, if you are in the early stages of a project you may not want to look at the details and would prefer to focus on the bigger picture.

  3. Allow each team member to share their feedback verbally with you. Avoid the tendency to defend yourself or to challenge their opinions, but ask clarifying questions as needed. Peer feedback can be difficult to hear and being vulnerable is hard, but be open to it. It’s when you step outside your comfort zone that you start to grow.

  4. Lastly share your own self-assessment, incorporating feedback from team members that really resonated with you. End with the next steps or action items, highlighting the feedback that you would like to incorporate moving forward.

Follow up (feedback requester)

Ask everyone to add their feedback and comments to the ask for feedback request that you sent prior to the meeting. You can use their responses to plan any action points or areas for improvement moving forward.

With this team feedback session, your team can accelerate their improvement and the quality of work they are producing. Now that you know the steps, it's time to run a session with your team!

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