How often do you ask your team to give really honest feedback?

If you are like many businesses, the answer could be - not often enough!

According to the book ‘No Rule Rules’, at Netflix it is tantamount to being disloyal to the company if you fail to speak up when you disagree with a colleague or have feedback that could be helpful. After all, you could help the business—but you are choosing not to.

I really love this. It shows a culture of trust, both in the management team and in each other. I often encourage clients to run either an anonymous team survey and/or a 360 survey to find out how their people are really feeling. Sometimes I come up to some very strong resistance in the beginning, usually because they are scared of what they will find out and reluctant to make the changes they know their staff will ask for.

In my experience, when done well, 360s, team culture, or engagement surveys can be a really positive experience for all and result in improved morale. Often your team just want to have their say and to understand that you care enough to want to be better - both as a business and as a leader.

Done badly, 360s and team surveys can have a negative impact on all involved, so it's crucial to get it right so you don't end up with a crisis on your hands!

Happy to chat with anyone who is thinking of any kind of team feedback.

What about you... Have you have positive or negative experiences with team or 360 feedback surveys?