At Kolibri Games we encourage our employees to speak their minds and are very proud of our strong and constructive feedback culture. Today, no company can value their employees without giving them ample opportunities to give and receive feedback, to consider it, and respond to it. An open atmosphere that allows for honest feedback between employees, managers, and executives, encourages higher well-being at work, individual growth, and better connection with the company.
Both sharing constructive feedback and reacting to it so that each party benefits from it can be a challenge. So how to give feedback without anyone feeling offended? Luckily, we have an expert on board: Meet Thomas, our Director Human Resources. Thomas is a big advocate for a healthy feedback culture and was happy to answer our questions on how to implement feedback at your workplace (with a few tips that can relate to personal relationships as well).
How would you describe the feedback culture at Kolibri Games?
Kolibri Games has a well-developed feedback culture. Especially when it comes to constructive, critical feedback, we are already fantastic. Which doesn’t mean, of course, that we can’t get even better.
It is important to understand that feedback plays a subordinate role for strictly hierarchical companies. In Germany, many companies are still structured strictly “top-down.” This is not the case at Kolibri Games, where we’ve established an agile culture that benefits from flat hierarchies. What’s more, consistent feedback is part of our values: “We believe in people” and “We believe in learning” and by that we mean to empower people and provide a supportive atmosphere for individual growth. From our experience, empowering your team is not only a good strategy for individual growth, but also contributes to higher well-being at work. Our agile work style in combination with a strong focus on honesty enables us to react quickly to the feedback we receive. So we have been prioritizing a healthy feedback culture from the very beginning.
In my perception, we can still get better at giving praise. But that also has to be done properly. It doesn’t go down well if praise is constantly given “over the top” or for mundane small tasks. Praise should be honest and reward proper performance, for example, when an important project has been successfully completed. When it’s well-deserved, positive feedback can give you an enormous boost!