Encouraging Feedback at Datumo: A Path to Continuous Improvement

At Datumo, we believe that meaningful feedback is the cornerstone of personal and professional development. This is why it is integral to our company culture. Implementing change is a gradual process, often taking months, and we are committed to supporting our team members throughout this journey. Additionally, we provide constructive feedback effectively to all candidates. We encourage you to read more about it and the whole recruitment process at Datumo. This article will walk you through the principles we adhere to in our daily interactions, ensuring that feedback is not only constructive but also fosters a positive work environment.

Clarity and Dialogue

When giving feedback, clarity and finding common ground are paramount to us. These components are crucial as they lay the groundwork for constructive dialogue and foster an environment conducive to effective personal and professional development. To streamline this process, we have adopted the 4P Model (also known as 4A feedback guidelines) to structure our message:

1. Positive Intention: The goal is to help the feedback recipient, not to vent frustration or cause discomfort. For example, “If you stop checking your phone during client meetings, you'll appear more professional and build stronger relationships.”
2. Practical Goal: Focus on what the recipient can change. For instance, “The way you ask for feedback on presentations only engages the marketing team. Try finding a way to involve other departments to get a broader perspective.”
3. Thank You: Acknowledge the feedback without defensiveness, and consider it with an open mind. For example, “Thank you for pointing that out, let me consider it”.
4. Accept or Reject: Listen to the feedback and think it over, but ultimately, it’s your decision whether to implement it or not. For instance, “I understand your point. Let me see if it is feasible to implement”.

We always ask if the feedback is clear, practical and if the coworker agrees with it. If not, we clarify further, and if there is disagreement, we engage in a discussion to reach a mutual understanding. Feedback is an opinion and not an indisputable fact. Everybody has the right to disagree and discuss their perspective. However, we encourage our coworkers to listen, reflect, and consider everything carefully. By fostering this mindset, we help our coworkers grow not only in their professional skills but also in their capacity for reflective and constructive self-assessment.

Timeliness and Balance

‍Delivering feedback promptly is crucial as it ensures a timely resolution. Additionally, it is vital to make sure there is a balance between positive and negative opinions. Positive feedback given immediately reinforces desired behaviors, while delaying critical feedback can entrench undesirable ones.

Positive feedback motivates colleagues. It’s important to remember that it should be given without expecting anything in return, purely to acknowledge and reinforce the appreciated behavior.

Negative feedback can be hard to receive, and it’s natural to feel defensive. To minimize stress, we offer critical opinion utilising the “situation - behavior - impact” model as it focuses on a situation, not a person.

For example: “During yesterday’s outage (situation), you logged in only after the fifth call despite being on duty (behavior). This caused a two-hour delay (impact).”

Find out more about the situation - behavior - impact” model. 

Additionally, we categorize feedback into two types: feedback and feedforward. Feedback refers to comments on past performance, highlighting positive aspects, such as, “Your presentation was well-rehearsed, and you avoided filler words.” Feedforward focuses on future improvements, like, “During your presentation, filler words were used frequently. Maybe you can improve your next presentation by avoiding this.”

The Power of Collective and Frequent Insights

Gathering feedback from colleagues, leaders, and clients through open conversations provides a well-rounded perspective. Presenting different viewpoints is beneficial as we can consider them and draw conclusions based on solid foundations.

Encouraging frequent peer feedback improves work quality and reduces workplace tension. These sessions are designed to be inclusive, allowing everyone to voice their thoughts in a supportive environment. Additionally, we organize regular one-on-one meetings between coworkers and leaders. These meetings provide a space for personalized, specific feedback and detailed discussions about career development. It's an opportunity for coworkers to reflect on their progress, discuss challenges, and receive guidance. We also reach out to clients to gather their feedback. We encourage them to share their experiences, what they value most about our services, and areas where they believe we could improve.

Fostering Growth Through Continuous Feedback at Datumo

Iterative feedback is more than a practice - it's a fundamental part of our commitment to continuous improvement. By adhering to the principles of clarity & dialogue, timeliness & balance, as well as frequent insights, we create a supportive environment where everyone can thrive. We empower our coworkers to innovate, knowing that feedback will guide them. This environment nurtures a sense of security and belonging among team members who feel valued and understood. Whether through immediate positive reinforcement or constructive criticism delivered with empathy, our feedback processes are designed to foster growth and collaboration. 

If you would like to share your thoughts about our feedback model, we would be delighted to hear from you. 

If you feel that Datumo is a perfect fit for you, consider joining us!