How to Build a Culture of Feedback at your Nonprofit

You might be noticing that feedback isn’t regularly given at your nonprofit and you want to help change that. And sometimes, when you ask for feedback, you don’t get helpful responses.

It’s VERY annoying, especially if you’re in a leadership position trying to spark meaningful change at your organization.

This post will include ways for you to create a culture of feedback at your organization, whether you're leading a small team or just trying to make a difference on your own.

Understanding what feedback is and isn't

Feedback should be a two-way conversation. It's not just about giving criticism; it's about helping each other grow.

If you see feedback as a gift, you should also consider how the receiver feels. Here are some key beliefs to embrace if you want to learn how to give feedback that helps, not harms:

• Feedback is about the Receiver, not the Giver: When giving feedback, focus on how the other person will receive it. Think about their feelings and needs.
• Feedback should be trauma-aware: You don't have to be a trauma expert but it will help you to understand that words can have a big impact. Use care and intention when giving feedback to avoid causing harm.
• Feedback should be consent-based: Allow people to choose when they’re ready to receive feedback. Not everyone is prepared to hear criticism at the moment it’s given. If the Receiver is not open to the feedback, ask when is a better time to discuss the feedback.
• Feedback should be generative: If we want people to implement the feedback we offer then it has to be aligned to the goals and growth of the Receiver (not based on our own assumptions of what we want for the Receiver).

Individual Actions to Foster a Feedback Culture

Even if you're only one person, you can start to improve feedback within your organization. Here are some things you can do right now: 

How do you like to Receive Feedback?

Think about how you want feedback given. Consider whether it's in person, written, or virtual. Reflect on past feedback experiences that felt good and what made them effective.

How do you like Feedback to be Framed?

The way feedback is framed can change how it's received. For example, instead of saying, "You did this wrong," try, "You did well, and I think you can improve by doing this." This approach encourages growth and turns down the defensiveness.

When do you like Feedback to be Given?

The timing of feedback can really influence how it is received so it's important for you to know when you want to receive feedback. Do you prefer immediate responses after an event, or do you need some time to process? Understanding your preferences can help create a better feedback environment.

If you'd like more guidance around how to ask for feedback, check out this blog post.

Interpersonal Actions to Foster a Feedback Culture

If you're supervising others or collaborating with colleagues, you can implement these 3 stages of feedback to set yourself up for success. Here’s how:

Stage 1: Before Giving Feedback

• Ask About Growth: Begin by asking your colleague or direct report how they want to grow. This sets a positive tone for honest conversations.
• Discuss Goals: Help them identify their goals so feedback relates to their self-defined interests and aspirations.
• Talk About Feedback Preferences: Create a space for discussing how they like to receive feedback.

Stage 2: During Feedback

• Always ask for consent before giving feedback. For example, say, “I have some feedback for you. Is now a good time?”
• Adjust your feedback style based on their preferences. Use the framing they find most helpful and honor the timing preferences as well.

Stage 3: After Feedback

• Check in after giving feedback. Ask how they felt about the conversation and if the feedback was useful. This reinforces a culture of open communication.

Institutional Actions to Foster a Feedback Culture

Often times what gets in the way of building a culture of feedback is the culture of niceness or politeness that is often present in nonprofits. Here are some ways you can challenge the culture of niceness or politeness at your organization:

1. Punishment for Speaking Up: Avoid scenarios where giving feedback leads to extra work or negative consequences.
2. Conflict Avoidance: Encourage a culture where constructive criticism and identifying areas for improvement is welcomed.
3. Stigmas Against Questioning the Status Quo: Create an environment where questioning how "things have always been done" leads to positive outcomes, innovative ideas and the sharing of power.
4. Prioritize Meaningful Inclusion: Ensure everyone feels included and valued for their contributions.
5. Address the Fear of Repercussions: Make it clear that speaking up won’t lead to punishments.
6. Provide Feedback Training: Offer workshops or resources about giving and receiving feedback effectively.
7. No News is Good News Mentality: Recognize that silence can be harmful. Encourage ongoing communication to prevent misunderstandings.

Putting it all together

Building a feedback culture in your nonprofit is essential for creating a healthy work environment. Start by focusing on individual actions and then move to interpersonal strategies. Finally, advocate for changes at the institutional level.

Each small step can create a ripple effect, leading to co-creating a workplace where everyone feels valued and empowered. Again, I suggest starting by doing your part and leveraging your relationships because there is power in numbers.

If you enjoyed this blog post, you might also want to download the Feel Good Feedback Guide where I share even more detailed examples and structures about what to do when you're the feedback giver.

Here's a preview of what you will find in this 20ish page Feel Good Feedback Guide:

• Shared Language: Before we get into all the things, let's make sure we're operating from the same understanding. I'm sharing what I mean by consent-based, trauma-aware and generative.
• Methods of Feedback Delivery: I'm sharing 3 ways to ask or reflect on so you have a better sense of HOW, WHAT and WHEN to give feedback.
• Scenario Setup & Suggestions: I'm sharing recommendations for what you can do before, during and post giving feedback.
• Feedback Fuckery: Because I think it helps to see what NOT to do.
• Noteworthy: Naming shit that would be helpful for your feedback to be more likely to be implemented.

THIS IS HOW I CAN SUPPORT YOU...

My name is Petra Vega and I support BIPOC and Queer nonprofit leaders who want to speak up during crucial moments and meetings, even when self-doubt may be getting in the way.

As a Liberatory Leadership Coach, Emergent Strategist, Social Justice Facilitator, and Radical Social Worker, Petra weaves an anti-oppression lens, healing tools and playful possibility into WHO and HOW we lead.

🍄 Want to implement feedback that feels good for the receiver and the giver? Download the Feel Good Feedback Guide (it's free)

🍄 Ready to start unlearning oppressive beliefs and practices? Watch the 'So You Wanna Be Less Oppressive' Workshop Series