Context:

From initial research and team insights, we found:

People were generally comfortable receiving feedback, but less confident giving it
Feedback often felt infrequent or tied to formal processes, rather than part of everyday work
Many staff were unclear on what channels existed or how to use them
Feedback didn’t always lead to clear actions or improvement
There was a need for greater psychological safety to support honest conversations

This created a gap between: wanting a feedback culture → and having the confidence and structure to make it work

Culture feedback workshop

As part of a wider Digital Delivery away day, the theme is a recurring challenge across the team:
how we give, receive, and act on feedback in our day-to-day work.

Rather than treating this as a one-off workshop, we approached it as a service and culture problem — looking at feedback as something embedded across people, processes, and ways of working.

Working collaboratively, I co-designed and facilitated a session that combined research insights, practical tools, and team activities to help move towards a more open and sustainable feedback culture.

Highlight activities
How we approached it

We designed the session to move beyond discussion — and into shared understanding and practical application.

The structure combined:

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1. Grounding in insight

We brought in findings from internal research and survey data to create a shared understanding of current challenges.

2. Making it personal

Activities like “Manual of Me” helped individuals reflect on:

how they prefer to communicate
how they like to receive feedback
what support they need to do their best work

This created a foundation for more empathetic conversations across the team.

3. Practising real scenarios

Through role-play and group discussions, teams explored:

how feedback conversations currently play out

where they break downhow they could be improved

4. Introducing practical frameworks

We introduced a set of feedback frameworks (e.g. SBI, Radical Candor, BOOST) to:

- provide structure
- build confidence
- support more constructive conversations

5. Embedding into team practices

We connected feedback to existing rituals.

Framing feedback as part of how we work, not an additional task.

Through the workshop, a few themes became clear:

Feedback needs to be frequent and lightweight, not just formal
Teams value multiple channels, not a single process
Psychological safety is critical — without it, feedback is limited
Feedback is most useful when it leads to clear action and reflection

There is a strong appetite for making feedback a normal, everyday behaviour

What we uncovered

Impact

This work helped to:

create a shared understanding of feedback challenges across the team
build confidence in giving and receiving feedback
introduce practical tools that teams could start using immediately

shift feedback from a formal process to a more embedded way of working

Reflection

This project reinforced that:

culture change doesn’t come from a single intervention — it requires ongoing reinforcement
workshops are most effective when they connect directly to real work and behaviours
creating space for reflection is as important as delivering outputs