What ndh2 said, plus: Building a good feedback culture is not easy but starting out with a handful of ppl is the best time for it :) Make it part of the everyda

What ndh2 said, plus: Building a good feedback culture is not easy but starting out with a handful of ppl is the best time for it :) Make it part of the everyday culture. Random example: when an engineer praises someone on your 1on1 with her tell her to give this praise to that person as well. The same goes for complaining. There are usually two hard parts: 1. People love to complain but usually never directly to the person they're complaining about. As a manager you need to kindly direct their feedback and teach them to talk to each other. 2. People suck at giving useful feedback. They generalize, they talk about personality traits instead of specific examples and their feedback is usually not actionable. What worked well for me so far is the situation-behavior-impact framework. This helps the feedback giver be more objective and actionable. Also, when you want someone to change their behavior it's important that they should come up with a plan. You just give the framework to it. If you're worried about the frequency use some triggers. Random ideas: end of sprints, end of projects.