team

There are 3 posts tagged team.

What is Feedback? And The Benefits of Feedback for Your Team / Company You Never Knew?

It is the end of the quarter. And it is feedback season again!

Feedback is a word many people dread and it makes them uncomfortable, while for others it is a tool to reflect on and improve performance. Having been on both ends of the feedback spectrum over my career, I want to share today what I think feedback is, and how it can benefit people as well as organisations.

What is feedback?

Do you think feedback is an operational necessity which your organisation requires you to do? Do you think feedback is something “extra” you have to do in addition to your work? In the early days of my career I saw feedback as a distraction which keeps me away from “real” work. I wanted to get done with the feedback cycles as soon as possible as it would make me anxious and nervous. After all, nobody ever told me the purpose of feedback, how to do it well and how to make it a tool in my development.

It was only through my own mistakes receiving and giving feedback (and a few trainings) that I realised that feedback is work itself and not something external to it. Feedback is as much a part of my (and everyone else’s) work duties as any other task I consider essential. Over time I came to see feedback as a tool to improve not just my own performance, but also of the people around me, and of my team/organisation as a whole.

Feedback can happen in a ‘day to day’ manner like any other task. It can be a simple comment on some work which was just completed, like :-

  • You handled that really well. Thank you for thinking about that specific case.
  • I loved how you presented your ideas in the meeting we just had.

OR, Feedback can be a structured conversation with your manager or employee. For example :-

  • I see you doing really well in … , …
  • I would like to see you develop skills like … , etc

“Feedback is the breakfast of champions.”
– Ken Blanchard

The Benefits of Feedback You Never Knew

The most important and obvious benefit of feedback is that it shines a light on and reveal our blind spots. We all need feedback to reflect, learn and grow. It helps us become aware of our strengths and weaknesses, and identify any actions required to address them and improve performance. Timely feedback is essential to creating a loop where we are constantly reflecting upon what we did in the past and how can we do better in the future.

But apart from assisting in our own personal development, I believe feedback can be an important tool which can help our team / company in other ways. Some of these are :-

1. Better Relationships

A regular cycle of feedback, not just with our managers but also with our peers, helps us build better relationships at work. It helps us get comfortable with each other and develop friendships with our colleagues. Having strong relationships at work not just impacts business results, but also results in more smiles and satisfaction from what we do. Giving and receiving feedback builds trust and help create a safe environment where people can be themselves without any pretensions.

2. Clear Expectations

Having regular feedback conversations with people help clear expectations about what we expect from each other. It brings out our implicit expectations in the open and iron out any disagreements. Doing this right avoids any future misunderstanding and conflicts, and even if they arise, are much easier to handle and resolve.

3. Positive Reinforcement

Giving appreciation of a task well done serves as a wonderful positive reinforcement for the kind of behaviours you want to nurture in your team and your organisation. Giving people a pat on their back or an informal “whoop” or “cheers” can do wonders to their confidence, and sets an example for everyone else.

4. Culture of Feedback

If people are comfortable giving and receiving feedback in a company, and if it becomes a part of people / teams working together, then you have what is called a “culture of feedback”. This can be a tremendous asset for any organisation. This culture lets your employees know that you care about them as people, and not just the business results they produce. The culture of feedback creates an environment which enables every team to take ownership and pride in going after and achieving their business goals, while also taking care of their personal well-being and growth.

To sum it up, the benefits of continuous feedback far outweigh the cost of having a culture of feedback and the little awkwardness everyone feels while giving and sharing feedback, which can be easily mitigated with proper training and guidance. Having a culture of open communication and regular feedback empowers people to come to work and make a difference – to their own growth as well as to the company’s purpose.

Building the Right Product versus Building the Product Right

In my 7 years in the industry, I have seen that the relationship between the product and engineering teams can make or break the product, and the whole business around it. Product management is about building the ‘right‘ product while Engineering is all about building the product ‘right‘. However, in a business both are equally important and myopic views about any one of them will end up hurting the business in the long term. This hold more true for startups and internet based companies than for established and growth companies where the ‘right‘ product is already identified.

Part of the Same Team

Product management and Engineering need to work together as they are part of the same team, while having very different roles. It is critical that the two see themselves as peers, and on the same side of the table. In most companies these two teams sit far away from each other, limiting interaction, which is critical especially in the beginning stages of any product. It is important to understand that out of PM and Engineering, none is subordinate to another, and steps must be taken to introduce a cohesive working environment between the two to enable better understanding and co-operation.

Make Engineers Understand the Customer

Most of the times engineers are unaware of why they are building what they are building. Their focus is on getting the requirement spec from product management, and then working on implementing that. But without an intricate knowledge of why they are building that product, and for whom, they can never get a complete understanding of their place in the whole company and fully contribute to it. In my view, making each and every developer in the engineering team aware of why they are doing what they are doing is critical to discovering problems in time and preventing frustration and despair later on.

Is this the story in your company?

Is this the story in your company?

Encourage Engineers to Come Up with Ideas

Your engineers are the ones who are the closest to the product, and they know the technology best. They have the best idea of what can be done and what not, and the relative complexities of implementing any two different solutions. Involving them in idea generation and encouraging them to come up with ideas can prove vital in reducing the PM-Engineering mail clutter to come up with better solutions sooner. At the same time, it also gives engineering a sense of ownership about what they are going to implement.

Product Manager should focus on Minimal Product, then regular Increments

It is often considered fancy to come up with a product plan which will take 2-3 months for engineering to build. The product team think they have done a great job detailing every feature and detail in the spec, while the engineering team devotes their best resources to doing it right. But after the product ships (or sometimes even before), the product team (together with sales and marketing) gets valuable feedback from the customer and wants to drop some features, change a few, and add a couple of new ones. This becomes the Product Spec v2. All the while engineering has no idea why their efforts of the last 3 months have gone down the drain, which leads to frustration and reduced productivity. And the cycle continues.

Another way to approach this situation could be to come up with a minimal set of features to build in the first version of the product. It is critical that both PM and Engineering sit together and decide this based on each other’s inputs. If the two work cohesively together on a minimal product, and then add small increments as customer inputs start coming in, the kind of productivity that can be generated could be awesome for both teams, and for the company as a whole.

How my biggest strength was stopping me from achieving results?

Time Management and prioritizing things have always been one of my biggest strength. First, as a student, and later as a professional, I have always tried to be ahead of time, and plan things in advance. I can’t remember how it started, maybe I just inherited this from my parents or my knack of doing something ‘extra‘ always made me manage my time properly. However, in the last one year, I have realized how this strength of mine has stopped me in achieving more and better results, and what I had to do to not let this strength become a barrier.

The earliest example of time management in my life came from my parents. I still remember my mother used to wake me up at 6 AM every morning while I was 7-8 years old and how my parents made me study for 30 mins every morning before leaving for school. The same used to continue after coming back from school with homework in the afternoon, some playtime in the evening followed by one hour of TV at night. I think the same planning of time carried on when I went to college in Jaipur and later when I started my career at Noida.

Now, as a student, and as a professional who was just starting his career, most of the work I did was individual in nature. It means I had the responsibility of doing something on my own, and I always enjoyed it as I was good at prioritizing and scheduling my time. Most of the success I tasted at work was primarily because of my ability to manage my time and schedule. All this was going well till I started handling the 99acres tech team. This moved me into a leadership role for the first time and I was responsible for the work of the whole team, and it was a team job rather than an individual job.

Are your strengths becoming your weakness?

Are your strengths becoming your weakness?

During that one year in Noida, I found that I made good friends and had a good relationship with people who were good in their work and finished their tasks timely. On the other hand, I felt anger and frustration whenever someone was unable to complete their work timely. I started treating both sets of people differently. In other words, I enjoyed working with people who shared the same traits of time management and resented working with whom ‘I considered‘ poor performers. At that time, however, I was totally unaware that this was stopping me from achieving more results.

Only in the last one year, when I have taken some projects in the social space, like Waste Management and Anti-Corruption, that I have realized how my biggest strength was stopping me from achieving results. As my work grew from personal to interacting with people and teams, it was obvious (not to me 😉 ) that there would be differences in the way people think and work. Different people will be good at different skills, and for the success of any task or project, it is very important to leverage the complementary skills of people so that the output is bigger than the sum of its parts. Instead, what I was doing is aligning people with same sets of strengths and weaknesses together, making the project difficult and more prone to failure.

When I finally realized that how easily I used to get worried and upset when somebody did not replied in time, or doesn’t do what I expected him/her to do, I made a conscious effort not to let this become a show-stopper for the project, and for me. It was not easy in the beginning, as I was more concerned with somebody not replying in time rather than thinking about the project as a whole. The day I stopped seeing this behavior as ‘it should not be happening‘, life became a lot easier and I realized how this way of being has impacted my previous projects too.

Once I realized this, I started building systems, structures and processes that provide necessary help to the people to empower them so that delays can be avoided, or their impact be cushioned at best. This helped in creating a win-win scenario with the team working together with each member contributing in his/her own way and without any resentment, worries, etc. There is still a long way to go for me in this area, and I think the best learning will come when I encounter such situations in future, and how I choose to react to them.