People Yield | PatPat360 | HOW4’s Post

🎯 Ever wondered why some feedback sticks while others fall flat? I have been reading Netflix's 𝟒𝐀 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 and it changed my perspective on feedback delivery. Hear me out 👇 𝐓𝐡𝐞 𝐀𝐫𝐭 𝐨𝐟 𝐈𝐦𝐩𝐚𝐜𝐭𝐟𝐮𝐥 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 The 4A Framework revolutionizes how we approach feedback conversations: 1️⃣ 𝐀𝐢𝐦 𝐭𝐨 𝐀𝐬𝐬𝐢𝐬𝐭 Your feedback should come from a place of genuine desire to help. It's not about venting frustrations or pointing fingers - it's about enabling growth.  ↳ Think "If you present data insights first in client meetings, it will strengthen our value proposition" rather than "Your presentations are too long." 2️⃣ 𝐀𝐜𝐭𝐢𝐨𝐧𝐚𝐛𝐥𝐞 Transform observations into specific, implementable actions.  ↳ Instead of saying "Your communication needs work," try "Consider sending project updates every Friday to keep stakeholders aligned." 3️⃣ 𝐀𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐞 As a receiver, fight the natural urge to defend. Listen actively, maintain an open mind, and acknowledge the feedback's value.  ↳ This creates psychological safety and encourages more honest conversations. 4️⃣ 𝐀𝐜𝐜𝐞𝐩𝐭 𝐨𝐫 𝐃𝐢𝐬𝐜𝐚𝐫𝐝 The beauty lies in autonomy - while you must consider all feedback thoughtfully, you have complete freedom to choose what resonates and what doesn't. 💡 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲: Effective feedback isn't about being nice or harsh - it's about being helpful with clear intent and actionable insights. 😌 𝐌𝐚𝐬𝐭𝐞𝐫 𝐭𝐡𝐞𝐬𝐞 𝟒𝐀𝐬 𝐚𝐧𝐝 𝐰𝐚𝐭𝐜𝐡 𝐭𝐡𝐚𝐭 𝐝𝐢𝐬𝐭𝐮𝐫𝐛𝐢𝐧𝐠 𝐬𝐞𝐥𝐟-𝐝𝐨𝐮𝐛𝐭 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦 𝐢𝐧𝐭𝐨 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐭 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝟗𝟗% 𝐨𝐟 𝐭𝐡𝐞 𝐭𝐢𝐦𝐞. #ProductManagement #Leadership #FeedbackCulture #NetflixCulture #PersonalDevelopment #ProductGrowth #CorporateCulture

Currently learning about Netflix's feedback culture and there is so much good stuff to implement. Employees are encouraged to give and receive feedback openly, honestly and frequently with the intent that they want the receiver to succeed. With this kind of feedback culture, they are able to increase their "talent density," they learn faster and accomplish more when they collaborate. Also interesting how their leaders responded to receiving feedback by providing "belonging cues." This practice helps create a safe and inclusive environment where feedback is seen as a tool for collective growth and improvement. The book I am reading (No Rules Rules) even gave a practical example for managers on how to make giving and receiving feedback a habit: regularly put it on the agenda of one-on-one meetings. What are your tips on ensuring you get enough feedback from your manager or colleagues?

Bad at giving feedback? Try Netflix’s 4A framework (↴): Learning to give and take feedback is an art. It takes time to learn to get your tone right, and deliver the feedback with the right intention, succinctly, all….. without hurting anyone’s feelings. Even with practice, it’s easy for things to fall apart. Fast. Netflix’s 4A framework is one of the best mental models I’ve seen on how to get this right company-wide. Here’s how it works: –– A: Aim to assist –– A: Actionable –– A: Show appreciation –– A: Choose to accept or discard. 1/ Aim to assist: → lead with positive intent. → frame the feedback by its utility to the individual or the company. → feedback deliberately delivered to hurt someone isn’t allowed. But….. what should the content include? ↴ 2/ Make it actionable: → show don’t tell; walk the recipient through what they can do differently. → the feedback should also include how the person can or should act. But what about receiving feedback? Netflix has some guidelines on that too. ↴ 3/ Appreciate → don’t give in to your first instinct to be defensive. → don’t react immediately, instead, listen with an open mind. Ask yourself: is there a way to absorb this feedback with an open mind, without becoming defensive, or angry? Then…. ↴ 4/ Accept or discard → listen to all feedback, but remember you’re not required to follow it. → the decision on how to react to the feedback is entirely up to you (the recipient). I like this because it focuses on autonomy and freedom, on both the giver and receiver’s side. That’s key to building a culture where people can disagree openly and contribute to the collective well-being of the company, as well as, to each other’s growth. What mental models do you use to give and receive feedback? ↴ #wellbeing #culture #feedback

🚀 Netflix'𝘀 𝗦𝗲𝗰𝗿𝗲𝘁 𝗦𝗮𝘂𝗰𝗲: 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗥𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻 🌟 🔍 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁, 𝗢𝗻𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗮𝘁 𝗮 𝗧𝗶𝗺𝗲 Reed Hastings , Netflix's co-founder, shares game-changing insights on feedback culture: ## 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - Ditches traditional annual reviews - Encourages daily "emotional hygiene" - Fosters a culture of constant improvement ## 𝗞𝗲𝘆 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆𝘀: ### 1️⃣ 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝘀 𝗗𝗮𝗶𝗹𝘆 𝗛𝗮𝗯𝗶𝘁: - Like brushing and flossing for your career - Constant, expected, and valued ### 2️⃣ 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝘆 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: - Leaders openly discuss feedback they've received - Creates a culture of openness and growth ### 3️⃣ 𝗧𝗶𝗺𝗶𝗻𝗴 𝗶𝘀 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: - Immediate or shortly after interactions - More constructive than yearly reviews ### 4️⃣ 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗦𝗵𝗶𝗳𝘁: - Employees actively seek feedback - "Do you have some feedback for me?" becomes common ## 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: - Eliminates recency bias in evaluations - Promotes continuous learning and adaptation - Strengthens interpersonal relationships - Enhances overall organizational performance 🎯 𝗧𝗵𝗲 𝗡𝗲𝘁𝗳𝗹𝗶𝘅 𝗪𝗮𝘆: Make feedback an everyday activity, not just an annual event. It's about creating a culture where growth is constant, and improvement is a shared goal. 💡 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝗬𝗼𝘂: How can you incorporate more frequent, constructive feedback in your team or organization? What barriers might you need to overcome? #Leadership #Culture #Management 🔄 𝗦𝗵𝗮𝗿𝗲 this post to spread the power of continuous feedback!   👥 𝗙𝗼𝗹𝗹𝗼𝘄 for more insights on innovative leadership and organizational practices. 📬 To stay informed and ahead of the curve,  ✅ 𝙨𝙪𝙗𝙨𝙘𝙧𝙞𝙗𝙚 to my newsletters on LinkedIn: 📊 𝗗𝗮𝘁𝗮𝗰𝘂𝗹𝗮𝗿 – Dive deep into #DataScience and #AI insights. 🔗 https://lnkd.in/deEUgsXi 🚀 𝗚𝗿𝗼𝘄𝘁𝗵𝗠𝗔𝘁𝗿𝗶𝘅 – Explore the latest in #Growth #Marketing strategies and trends. 🔗 https://lnkd.in/deEUgsXi 💼 𝗙𝗶𝗻𝗮𝗻𝗰𝗲𝟯𝟲𝟱 – Get daily updates on #Finance, #Business #Strategy, and more. 🔗 https://lnkd.in/dFXiDmbA

🌱 Ready for a culture of honest feedback? Netflix's astounding success can be attributed to more than just its disruptive innovations in entertainment—it's their culture of openness and candid feedback that truly sets them apart. Why does this matter? 🤔 Constructive feedback allows for personal development and cultivates a culture of continuous learning. At Netflix, everyone can give feedback to everyone, from intern to CEO. This culture of openness fosters a transparent, cohesive work environment where learning from each other is the norm. Moreover, Netflix embraces public feedback within meetings or groups, focusing on education rather than embarrassment. Yet, such openness requires a nuanced approach. The balance between being open and maintaining respect is delicate. Feedback, especially when public, must be constructive, fostering an environment where it's received as a tool for growth, not criticism. How can you emulate Netflix's feedback culture? 🤝Start by fostering a foundational level of trust and respect. 👩🏫Train your team to deliver and receive feedback in ways that are respectful, productive, and geared towards mutual benefit. 🙋Leadership plays a pivotal role—by actively engaging in the feedback loop and demonstrating the desired openness and vulnerability, they set a standard for the entire organization. Adopting a culture of openness and feedback like Netflix can transform any organization.

Not all feedback is created equal ✍️ Ever felt overwhelmed by feedback? Handle it better with this simple technique: ✨ Accept or discard it ✨ It’s part of Netflix’s 4A feedback model: 🤝 Aim to assist: Give feedback with positive intent. 🛠️ Actionable: Focus on what can be done differently. 🙌 Appreciation: Listen, consider, thank, and don't be defensive. 🔄 Accept or discard: Listen to all feedback, but choose what to do with it. Read more about this feedback strategy in Pim’s blog post ➡️ https://lnkd.in/eZ4iq9kg ❓ How do you decide which feedback to act on? Share your tips below! #Feedback #CorporateRebels #Communication #BestAdvice

Constructive feedback is a miracle. If we listen to a constructive feedback with an intent to understand and to change, we can benefit from it a lot. Do you have your fauvorite feedback provider, a person you trust, a person who cares about you, a person who shares feedback with an intent to help and build, not destroy or harm? every-day-development.com

“Saying what you think” is not “Giving Feedback”. And not every “Feedback” is meant to be a gift. Often, I hear the phrase “feedback is a gift” as if any shared opinion qualifies. While there are many wisdoms about feedback, I recently read about one that truly resonates with me: 🍼 “Feed” + “Back”. If you feed a living being, you want it to grow, right? 🌱 But let’s be honest - Sometimes people share their opinion (“Feedback”, in their eyes) for instance because.. ..They want to demonstrate their authority or expertise in front of others (I admit that I am guilty of that one, too!) According to Reed Hastings, Netflix’s CEO, “Feedback needs to be given with good intent. Feedback needs to assist.” That is why, at Netflix, he set up four simple rules for feedback, 4 A’s, which I find worth sharing - if you agree, please share this post and maybe also read 📖 “No rules rules”. 4️⃣🅰️: Aim to assist, actionable, appreciate, accept or discard. 💡 What can we learn from Netflix’s 4A feedback rules? 👉 Reality Check: Is what you are about to say helping the receiver to improve?–If not you’re probably sharing an opinion, instead of giving feedback with good intention. 🎁 Every Shared Opinion is a gift, because it reveals insights about the giver and beyond. (But no every opinion is feedback). 🔎 Do you want your feedback to be a gift? - please check the attached pdf. I found Netflix’s approach very straightforward and effective! And now let’s have some fun: 🔍Share the WORST feedback rules you heard in your career... I’ll start: The sandwich tactic ⚠️🥪 #feedback #netflix #culturaldevelopment #norulesrules #leadership #netflix *This is my own perspective which might not reflect my employer’s perspective.

I adore feedback 💙  Radically honest and specific. Especially from a person I trust. Without it, I feel like driving in the fog without GPS. I'm inspired by the book "No Rules Rules: Inside Look into Netflix's Culture" 🎬 At Netflix, open communication is not just encouraged; it's the heartbeat of their culture. It fosters growth and continuous improvement. And it's really important to build relationships with people first. In my work with clients, I've followed the same principle of Netflix's Radical Honesty. We establish a foundation of transparent communication and a safe space from the start. Besides giving feedback, I actively seek it from my clients, valuing their insights and opinions.   It helps me understand their needs, ensure I deliver the best solutions and make necessary improvements in real-time. This approach empowers my clients to become curious explorers. In this carousel, I will share: ✅ SBI feedback framework ✅ Sandwich feedback framework (not a fan of this one) ✅ Aims and examples ✅ Awesome resources to explore the topic of feedback Let me know in the comments below 👇 What kind of feedback is the most effective for you? If you want to become a pro at giving and receiving feedback with joy 😀 - DM me "FEEDBACK JOY" and I'll share with you: - 3 more effective feedback models - examples Connect and ring the 🔔 I Maria Glazunova #EnglishCommunicationCoach #WomenInTech #Feedback 

As we approach the second half of 2024, it's a great time to reflect on our teams and ask, “Do we have the right people in the right roles to achieve our goals?” Earlier this week, I was reminded of Reed Hastings', founder of Netflix, "Keeper Test," a philosophy on building great teams that was first introduced to the organization in 2009. This past week, Netflix released an updated culture memo but retained what might be considered their secret sauce: the "Keeper Test." What exactly is the Keeper Test? 🤔 It's a straightforward yet powerful question that every manager at Netflix is encouraged to ask themselves: “If one of your team members were to leave tomorrow, would you fight to keep them?” 💼💡 If the answer is yes, it signals that the employee is a critical asset to the team and the organization. If the answer is no, it might be time to discuss the fit and future of that team member. 🚀 With $190B in market cap today, Netflix's leaders attribute a significant part of this success to the "Keeper Test." Fosters a High-Performance Culture: By continually evaluating team members, it ensures that only the best remain, driving a culture of high performance and accountability. 📈🔥 Encourages Honest Conversations: It opens up dialogues about performance and fit, leading to more honest and constructive feedback. 🗣️📝 Aligns with Company Values: It helps ensure that the team members who stay are those who embody and uphold the company’s core values and vision. 🎯🏆 To stay true to the Keeper Test, one must be willing to make tough decisions and prioritize the greater good of the organization. 💪🌍 How are you ensuring that your team is composed of "keepers"? Share your thoughts and experiences below! 👇💬