The Remix Guide to Giving & Receiving Feedback
This is the latest in a series about what it’s like to work at Remix. In this article, CEO Sam Hashemi outlines one of Remix’s core cultural tenets: honest and direct feedback.
More feedback, more growth
At Remix, we give honest feedback directly to each other. At first, this can be a little uncomfortable, but it’s the fastest way to learn and grow. We try to give this feedback quickly and without judgment — it’s done strictly in the service of self-improvement.
Good feedback includes context (this behavior results in this outcome, which is important because…), is discussed in a group setting to prevent conflicting advice, and involves careful listening from everyone involved.
Giving good feedback
Start by sharing your positive intent.
Before giving feedback, share why you’re giving this feedback. A single line can help remind the other person that the feedback is coming from a caring place.
- Nope: [jump straight into feedback on my dance moves]
- Yup: “I’m sharing this feedback because I want to help you become a stronger, more confident dancer.”
Give specific, recent examples.
Vague feedback is the worst. Give specific examples of recent behavior to illustrate the point. Examples make it easier for the other person to understand the feedback.
- Nope: “Your moves have no magic, no special something…”
- Yup: “When you did the pirouette in yesterday’s dance, the timing didn’t match the music…”
Explain the impact.
On you, the team, or the company. Why does this feedback matter?
- Nope: “… which is terrible!”
- Yup: “… which results in the dance looking less professional to the audience. And if we don’t win the next dance battle, we won’t advance to the finals.”
When possible, talk as a group.
Counter-intuitively, one of the most effective formats for sharing individual feedback is as a group. Talking as a group:
- Gets multiple perspectives on the same issue
- Prevents conflicting advice
- Helps build a feedback-oriented culture
Receiving feedback
Remember that the intent is positive.
Even if the other person forgets to mention this, assume the best. If they are spending time to share feedback, it’s likely that they care.
Ask for specific examples & impact.
If you’re not sure what the person means, ask for examples. Without examples, it’s hard if not impossible to make feedback actionable.
Summarize and repeat back what you’re hearing.
Repeating back the feedback helps make sure it was understood correctly.
Poll the group.
If you’re hearing conflicting feedback, ask the group. Sometimes this leads to valuable discussions that helps the whole group learn. Similarly, if you feel like you’re not getting feedback on something important, just ask.
Want to know more about working at Remix? Take a look at our open roles.
