Feedback in FIXED

At FIXED, feedback has turned from an opportunity for development to a necessary building block of our corporate culture. It ceases to be voluntary and becomes mandatory.
It almost seems as if we are moving towards a directive mode of management. They started mandating what is mandatory and forcing employees to do things that we in management think are right.

And yet it is quite the opposite.

Feedback is precisely the alternative to directive management. At a time when the management is gradually giving up competences in favor of the employees and when they are somewhat losing control over what is happening in the company, feedback from a colleague, actually from anyone, must start. Feedback that will replace control mechanisms and ensure that the needs of people across the company continue to be met and that the things that need to be changed and improved actually change and improve.

In other words:
"Here, my colleague, I am handing you a piece of authority with a piece of responsibility, and this will manifest itself, among other things, in the way that you will give feedback wherever you see that, in your opinion, something is not working as it should.
And or. And perhaps it is even more important that you will give feedback wherever you see that things are working great" Positive feedback can fill a company with enormous energy, fix good habits, and concrete what is going well.
"And all this, that you will do it in the right way. In other words, give feedback in such a way that it is understandable, acceptable, so that it causes change, not the spread of emotions."

Of course, giving the right feedback is the alpha and omega of success. No one here is curious about the smart lines walking around the company and "pointing out" the shortcomings.
We based our know-how on how to give feedback correctly on Marshall Rosenberg's Nonviolent Communication. We learn how to be as specific as possible, how to work with emotions, how to see the needs that feedback expresses.

However, accepting feedback in FIXED is now voluntary. "Take it or leave it". This creates a safe environment for the one who gives the feedback, but above all for the one who receives it. Of course, we also have other tools to correct broken processes or work, but we no longer call it feedback.

Of course, building relationships based on honesty and empathy has a huge impact on the privacy of all of us. Where our relationships matter most. Who wouldn't want to give feedback to their teenage children in a way that they might even accept it at times, right?

And what is the message of this post on our blog? Don't underestimate feedback. It is a skill that can bring you great quality. I am absolutely convinced that the energy and effort put into this discipline will always be richly returned.