Integrating Feedback in Project Cycles

Stakeholder Satisfaction: If You’re Not Measuring It, You’re Guessing __________________________________________________________________________________ Are you 100% confident that your stakeholders are happy? If you're not keeping a constant eye on their satisfaction levels, you are shooting in the dark. And let's be honest, that's not gonna end well, is it? Managing stakeholders isn't just a numbers game. It's about making sure every person at the table feels seen, heard, and in sync. If they don’t align, you can go all out and still find yourself with a disappointing outcome. The Big Misstep Most Managers Make 👉 They Focus on Outputs, Not Outcomes: Completing tasks is enough. Think again, is it ? If stakeholders aren’t satisfied with how you deliver, you’re losing their trust. 👉 They Don’t Ask the Hard Questions: Managers often dread feedback as it may uncover uncomfortable realities. However, the truth doesn’t disappear by ignoring it. 👉 They Measure Satisfaction by Silence: No complaints? You should worry. Silence often signals disengagement—not approval. Simple Methods to Measure Stakeholder Satisfaction ✅ Pulse Surveys: Use concise, focused surveys to collect valuable insights. Ask questions like: “How satisfied are you with the clarity of my communication?” “Am I meeting your expectations on deliverables?” ✅ One-on-One Check-Ins: Don't shy away from those heart-to-hearts with your main stakeholders. Just throwing out a, "Hey, where can I step up my game?" is a sure shot step to some good strategic conversation. ✅ Stakeholder Scorecards: Have a scoring system to evaluate the quality of relationships using criteria such as trust, responsiveness, and alignment with objectives. ✅ Analyze Behaviors, Not Just Words: Read the room. Are stakeholders proactively engaging with you, or do they seem distant and unresponsive? ✅ Feedback Loops: Clearly demonstrate that feedback results in change. When stakeholders notice that you are implementing changes basis their feedback, they are more engaged. As an executive coach, I coach managers that stakeholder satisfaction isn’t a one-time achievement—it’s a dynamic process. Measuring it consistently allows you to adapt, align, and lead with impact. Stakeholders play a huge part in your corporate success. The Bottom Line If you're not assessing stakeholder satisfaction, you're risking important relationships. Take charge, gather the necessary data, and ensure that every interaction is meaningful.

Getting the right feedback will transform your job as a PM. More scalability, better user engagement, and growth. But most PMs don’t know how to do it right. Here’s the Feedback Engine I’ve used to ship highly engaging products at unicorns & large organizations: — Right feedback can literally transform your product and company. At Apollo, we launched a contact enrichment feature. Feedback showed users loved its accuracy, but... They needed bulk processing. We shipped it and had a 40% increase in user engagement. Here’s how to get it right: — 𝗦𝘁𝗮𝗴𝗲 𝟭: 𝗖𝗼𝗹𝗹𝗲𝗰𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Most PMs get this wrong. They collect feedback randomly with no system or strategy. But remember: your output is only as good as your input. And if your input is messy, it will only lead you astray. Here’s how to collect feedback strategically: → Diversify your sources: customer interviews, support tickets, sales calls, social media & community forums, etc. → Be systematic: track feedback across channels consistently. → Close the loop: confirm your understanding with users to avoid misinterpretation. — 𝗦𝘁𝗮𝗴𝗲 𝟮: 𝗔𝗻𝗮𝗹𝘆𝘇𝗲 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 Analyzing feedback is like building the foundation of a skyscraper. If it’s shaky, your decisions will crumble. So don’t rush through it. Dive deep to identify patterns that will guide your actions in the right direction. Here’s how: Aggregate feedback → pull data from all sources into one place. Spot themes → look for recurring pain points, feature requests, or frustrations. Quantify impact → how often does an issue occur? Map risks → classify issues by severity and potential business impact. — 𝗦𝘁𝗮𝗴𝗲 𝟯: 𝗔𝗰𝘁 𝗼𝗻 𝗖𝗵𝗮𝗻𝗴𝗲𝘀 Now comes the exciting part: turning insights into action. Execution here can make or break everything. Do it right, and you’ll ship features users love. Mess it up, and you’ll waste time, effort, and resources. Here’s how to execute effectively: Prioritize ruthlessly → focus on high-impact, low-effort changes first. Assign ownership → make sure every action has a responsible owner. Set validation loops → build mechanisms to test and validate changes. Stay agile → be ready to pivot if feedback reveals new priorities. — 𝗦𝘁𝗮𝗴𝗲 𝟰: 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 What can’t be measured, can’t be improved. If your metrics don’t move, something went wrong. Either the feedback was flawed, or your solution didn’t land. Here’s how to measure: → Set KPIs for success, like user engagement, adoption rates, or risk reduction. → Track metrics post-launch to catch issues early. → Iterate quickly and keep on improving on feedback. — In a nutshell... It creates a cycle that drives growth and reduces risk: → Collect feedback strategically. → Analyze it deeply for actionable insights. → Act on it with precision. → Measure its impact and iterate. — P.S. How do you collect and implement feedback?

𝑻𝒉𝒆𝒚 𝒉𝒊𝒕 𝒕𝒉𝒆 𝒈𝒐𝒂𝒍. 𝑪𝒆𝒍𝒆𝒃𝒓𝒂𝒕𝒆𝒅. 𝑴𝒐𝒗𝒆𝒅 𝒐𝒏. 𝑻𝒉𝒆𝒏 𝒓𝒆𝒑𝒆𝒂𝒕𝒆𝒅 𝒕𝒉𝒆 𝒔𝒂𝒎𝒆 𝒎𝒊𝒔𝒕𝒂𝒌𝒆𝒔 𝒐𝒏 𝒕𝒉𝒆 𝒏𝒆𝒙𝒕 𝒑𝒓𝒐𝒋𝒆𝒄𝒕. Sound familiar? A team closed a major deal. Leadership congratulated them. Everyone moved on to the next quarter. No one asked: “What made this work? What would we do differently?” Three months later, they tried to replicate the success — couldn’t. Because no one had captured what actually drove the win. McKinsey found that organizations with structured learning processes are 2.5× more likely to sustain performance, yet most skip the debrief and wonder why progress doesn’t stick. 𝘊𝘰𝘯𝘵𝘪𝘯𝘶𝘰𝘶𝘴 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘮𝘦𝘯𝘵 𝘪𝘴𝘯’t 𝘸𝘰𝘳𝘬𝘪𝘯𝘨 𝘩𝘢𝘳𝘥𝘦𝘳 — 𝘪𝘵’𝘴 𝘳𝘦𝘧𝘭𝘦𝘤𝘵𝘪𝘯𝘨 𝘴𝘮𝘢𝘳𝘵𝘦𝘳. 𝑻𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑳𝒐𝒐𝒑 High-performing teams don’t just execute. They learn, capture, and apply. 1. Execute → Deliver the outcome 2. Reflect → Ask: What worked (and why)? What didn’t (facts, not blame)? What will we do differently next time? 3. Capture → Store lessons where people actually use them (not slides no one opens) 4. Apply → Embed learnings into the next cycle Most teams stop at Step 1. The best close the loop. 𝑻𝒉𝒆 𝑹𝒉𝒚𝒕𝒉𝒎 𝒐𝒇 𝑰𝒎𝒑𝒓𝒐𝒗𝒆𝒎𝒆𝒏𝒕 Improvement isn’t a project. It’s a practice. Daily: 5-min huddles → “What’s working? What’s stuck?” Weekly: 15-min retros → “What did we learn this week?” Quarterly: Strategic debriefs → “What patterns are emerging?” If reflection only happens when things go wrong, you’re learning too late. 𝐂𝐨𝐦𝐦𝐨𝐧 𝐌𝐢𝐬𝐭𝐚𝐤𝐞𝐬 ❌ Celebrating wins without decoding success ❌ Repeating mistakes because no one reflected ❌ Treating improvement as a one-off project ❌ No feedback loops — teams flying blind 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐓𝐞𝐚𝐦𝐬 𝐃𝐨: ✓ Debrief every outcome — success and failure ✓ Make reflection part of weekly rhythm ✓ Capture insights in living systems, not cluttered docs ✓ Apply relentlessly 𝑻𝒉𝒆 𝒉𝒂𝒓𝒅 𝒕𝒓𝒖𝒕𝒉: If you’re not getting better, you’re getting beaten. The fastest teams aren’t the busiest — they’re the most reflective. Reflect: → When did you last debrief a success to understand what made it work? → Do you have a weekly rhythm for learning — or only during crises? 𝘊𝘰𝘯𝘵𝘪𝘯𝘶𝘰𝘶𝘴 𝘪𝘮𝘱𝘳𝘰𝘷𝘦𝘮𝘦𝘯𝘵 𝘪𝘴𝘯’t 𝘢𝘯 𝘦𝘷𝘦𝘯𝘵. 𝘐𝘵’𝘴 𝘢 𝘥𝘪𝘴𝘤𝘪𝘱𝘭𝘪𝘯𝘦. P.S. To build this discipline into your leadership rhythm → 𝑻𝒉𝒆 𝑰𝒏𝒏𝒆𝒓 𝑬𝒅𝒈𝒆 https://lnkd.in/gi-u8ndJ #TheInnerEdge #ContinuousImprovement #ExecutionExcellence #LeadershipRhythm #StrategicLeadership

Every company says they listen to customers. But most just hear them. There's a difference. After spending years building feedback loops, here's what I've learned: Feedback isn't about collecting data. It's about creating change. Most companies fail at feedback because: - They send random surveys - They collect scattered feedback - They store insights in silos - They never close the loop The result? Frustrated customers. Missed opportunities. Lost revenue. Here's how to build real feedback loops: 1. Gather feedback intelligently - NPS isn't enough - CSAT tells half the story - One channel never works Instead: - Run targeted post-interaction surveys - Conduct deep-dive customer interviews - Analyze product usage patterns - Monitor support conversations - Build customer advisory boards - Track social mentions 2. Create a single source of truth - Consolidate feedback from everywhere - Tag and categorize insights - Track trends over time - Make it accessible to everyone 3. Turn feedback into action - Prioritize based on impact - Align with business goals - Create clear ownership - Set implementation timelines But here's the most important part: Close the loop. When customers give feedback: - Acknowledge it immediately - Update them on progress - Show them implemented changes - Demonstrate their impact The biggest mistakes I see: Feedback Overload: - Collecting too much data - No clear action plan - Analysis paralysis Biased Collection: - Listening to the loudest voices - Ignoring silent majority - Over-indexing on complaints Slow Response: - Taking months to act - No progress updates - Lost customer trust Remember: Good feedback loops aren't about tools. They're about trust. Every piece of feedback is a customer saying: "I care enough to help you improve." Don't waste that trust. The best companies don't just collect feedback. They turn it into visible change. They show customers their voice matters. They build trust through action. Start small: 1. Pick one feedback channel 2. Create a clear process 3. Act quickly on insights 4. Show results 5. Scale what works Your customers are talking. Are you really listening? More importantly, are you acting? What's your approach to customer feedback? How do you close the loop? ------------------ ▶️ Want to see more content like this and also connect with other CS & SaaS enthusiasts? You should join Tidbits. We do short round-ups a few times a week to help you learn what it takes to be a top-notch customer success professional. Join 1999+ community members! 💥 [link in the comments section]

Stakeholders feedback = Ready-Made Solutions? We built it, and they still weren't happy... but are they wrong? Early in my career, I used to put a lot of weight on stakeholder feedback. They requested a feature? Built it.  They disliked something? Changed it. Here's what I have learned: instead of focusing on those individual solutions, listen for the patterns hidden within the feedback. Sometimes, what stakeholders say they want isn't the whole story and the solutions offered are just symptoms of an underlying problem. In a recent project, stakeholders kept asking for a specific reporting feature.  At first, I was ready to jump in and build it. But then, I decided to pause and reflect. What problems were they trying to solve with this report? Turns out, everyone felt a disconnect from the KPIs. The report was just a symptom. The real issue was a lack of understanding and alignment on what success looked like for the product. By identifying this “pattern” (everyone wanting better visibility into KPIs), we were able to brainstorm a more strategic solution – a revamped dashboard with clear metrics everyone could access. Stakeholder feedback is gold, but it's not always a blueprint. Use it to identify recurring themes and underlying issues. This will lead to more impactful solutions that address the root cause, not just surface-level problems. What are your experiences with stakeholder feedback? 

IN CONTINUATION OF MY EARLIER POST: ### **Creating a Conducive Environment for Giving and Receiving Feedback** In today's dynamic work environment, feedback is not just a necessity but a cornerstone for personal and organizational growth. However, the real challenge lies in creating a space where feedback is both welcomed and effectively utilized. Here are key strategies to cultivate such an environment 1. **Foster a Culture of Trust and Respect** Trust is the foundation of any feedback culture. Encourage open communication by - **Leading by Example:** Demonstrate openness to feedback, regardless of your position - **Encouraging Transparency:** Promote honest and respectful dialogue. Ensure that feedback is given with the intent of helping, not harming 2. **Train on Effective Feedback Techniques** Not everyone intuitively knows how to give or receive feedback. Provide training on - **Constructive Feedback Models:** Use models like SBI (Situation-Behavior-Impact) to structure feedback constructively - **Active Listening:** Teach employees to listen actively and empathetically without defensiveness 3. **Create Regular Feedback Opportunities** Feedback should be an ongoing process, not a once-a-year event. Implement - **Regular Check-ins:** Schedule frequent one-on-one meetings to discuss progress, challenges, and feedback - **Feedback Loops:** Encourage continuous feedback through tools like 360-degree feedback systems or suggestion boxes. 4. **Normalize Feedback as Part of Work Culture** Feedback should be seen as a regular part of work life. Normalize it by: - **Integrating Feedback into Processes:** - **Celebrating Feedback:** 5. **Ensure Psychological Safety** Employees should feel safe to give and receive feedback without fear of negative repercussions. Ensure this by: - **Maintaining Confidentiality:** Assure that feedback is treated with confidentiality and respect - **Creating a Safe Space:** Encourage open dialogues in a non-judgmental and supportive environment 6. **Act on Feedback** Show that feedback is valued by taking visible actions based on it. This can be achieved by: - **Implementing Changes:** Where feasible, implement suggestions and improvements that arise from feedback - **Closing the Loop:** Inform the feedback givers about what actions have been taken as a result of their input 7. **Recognize and Reward Effective Feedback** Acknowledge those who contribute to the feedback culture. Recognize: - **Constructive Feedback Providers:** Highlight employees who provide insightful and helpful feedback - **Feedback Implementers:** Celebrate those who successfully act on feedback and demonstrate improvement ### Conclusion Creating a conducive environment for feedback is a continuous process that requires commitment from all levels of the organization. By fostering trust, providing training, encouraging regular feedback, and acting on the insights received, organizations can build a resilient and growth-oriented culture

Is everyone on the same page? Beware misalignment that could be derailing your data, analytics or AI projects. One of the first causes of misalignment happens in the project ideation phase. It's not uncommon for projects to begin with enthusiasm but suffer from vague goals, that not everyone understands or agrees on. It's easy for people to just decide they need an analytics platform like #PowerBI without any thought as to how they will use it. Then there's the matter of stakeholders. Too often, crucial players who need to be involved from the start are overlooked or identified too late in the process. This oversight leads to missed requirements and unexpected resistance later on, which can drop a bomb into an otherwise healthy project. Another misstep I think is the lack of alignment process. Without effective early alignment meetings that clearly outline the project’s drivers, impact, scope, benefits and timeline, stakeholders might not fully commit to the direction or outcomes of the project. It's easy to fall into the trap of "we need this Copilot" with no consideration of why it's important and what value it has. Finally, handling objections is a common stumbling block. Misalignment caused by the above issues leads to objections that aren't addressed effectively, causing further delays and, in some cases, jeopardizing the project's success. I think we could all do better in data and AI at anticipating and managing business stakeholder objections proactively. Some tips I've learned and observed over the years for effective project alignment in Data and AI projects: 💡 Size doesn't matter. Even small projects like a simple report can be undermined or suffer blowout due to a misalignment issue. Don't underestimate the potential impact of skipping this step. 💡 Identify your stakeholders. This could be as simple as a list of key people or as complex as a comprehensive stakeholder map that includes individuals at all levels of the organization. In Data and AI projects these are often IT, the end users, source system admins, managers and executives driving the initiative to name a few. 💡 Set up alignment workshops early on that focus on detailed discussions about project drivers like the challenges faced by the org and their impact, the scope or objectives and the new capabilities the org will receive. 💡 Use visual tools like diagrams, whiteboards, kanban and timelines to help stakeholders understand and agree on the project attributes. 💡 Proactively identify potential stakeholder objections, put yourself in their shoes and prepare clear, well thought out responses. Common objections to Data and AI projects are around cost, data privacy and security, resistance to using new tools (e.g. Excel vs Power BI), unclear benefits and doubts about data accuracy and quality to name a few. What do you think are the first steps we should take in a Data or AI project and what challenges can we expect? #Data #AI #ProjectManagement

I was once working on a project where one key stakeholder was… let’s say, not easy to work with. Constant last-minute changes, strong opinions, minimal responses on Jira or emails — and feedback always came in after we moved ahead. At first, I felt frustrated. I mean, as a Business Analyst, all I want is clarity, alignment, and moving forward together. But here’s what I did differently: 1) I scheduled short weekly syncs just with them — no agenda, no pressure, just a space to talk. 2) I stopped expecting structured feedback. I let them speak freely, took notes, and turned their thoughts into proper user stories. 3) I started sending back short summaries after every call — just to confirm, reduce misunderstandings, and track evolving requirements. 4) I noticed they weren’t active on Jira or long email chains, so I casually asked how they prefer to communicate. Turned out, they liked WhatsApp and quick voice notes — so I adapted. 5) I collaborated with the dev team to create quick mockups and visuals. They responded much better to that than documents. 6) Instead of defending timelines, I started showing how their feedback was shaping the product — and how it helped the end user. 7) I even built a “wish list” backlog for their ideas — not everything made it to the roadmap, but they felt heard. It wasn’t overnight. But slowly, they became more engaged, more trusting, and less reactive. One day, they said: “Thanks for your patience — I know I haven’t made this easy.” And honestly? That meant more than any formal feedback ever could. Lesson learned: Tough stakeholders aren’t always difficult — sometimes, they just need someone to translate their thoughts and make them feel heard. Ever been in a similar situation? Would love to hear how you handled it. #BusinessAnalysis #StakeholderManagement #ProjectLife #ProductDevelopment #RealTalk #LessonsFromTheField #Opentowork #UnitedArabEmirates

Struggling to make sense of feedback? This grid solves it ⬇️ Feedback shouldn’t be an afterthought. It shouldn’t sit in a folder or a survey no one opens. It should shape how teams grow, improve, and move forward. That’s where The Feedback Grid comes in. It breaks down feedback into four simple, powerful buckets that make conversations easier, clearer, and more productive: Worked Well ↳ What’s going right? What should we keep doing? This celebrates progress and reinforces strengths. Needs Change ↳ What’s not working as it should? This helps identify areas that need to evolve or improve. Questions ↳ What’s unclear, confusing, or needs clarification? These gaps in understanding often slow things down, clarity speeds them back up. New Ideas ↳ What can we try, test, or do differently? Innovation often starts with a simple “What if…” Here’s how to use it with your team: Set up a whiteboard, flipchart, or shared digital doc Draw a 2x2 grid and label the four sections Invite everyone to add comments or insights under each one Review the input together, spot themes, and prioritise actions Assign ownership and agree follow-ups to ensure momentum This works brilliantly after a project, during retrospectives, or even as a weekly team ritual. It encourages psychological safety because people know their voice has a place. It also prevents feedback from becoming overwhelming or personal because it’s structured, not scattered. No more vague comments. No more feedback dumped at the end of the year. No more long surveys no one reads. Just real-time, useful feedback you can act on. 🧠 Remember; the best teams don’t just give feedback. They organise it, act on it, and improve, together. --------------------- ♻️ Repost to help others in your network ➕ And follow Sean McPheat for more

Feedback can turn an average organization into a powerhouse. 📈  As a Chief Executive, harnessing effective feedback loops is key to driving continual improvement and alignment.  Here’s how to do it: 1. Set Clear Objectives: What are you aiming for? Whether it’s boosting team performance or uplifting product quality, clarity is essential. 2. Cultivate Open Communication: Foster an environment where all voices are heard. Regular meetings or digital platforms can bridge communication gaps. 3. Schedule Regular Check-Ins: One-on-ones and team meetings keep the pulse on progress and challenges, enabling timely realignments. 4. Leverage Surveys: Use surveys or questionnaires to extract valuable insights from employees and stakeholders. This data can highlight areas needing attention. 5. Act on Feedback: Analyzing feedback is just the start; implementing change communicates that feedback is respected and valued. 6. Build a Feedback Culture: Acknowledge and reward constructive feedback. When leaders exemplify its importance, it becomes a norm. 7. Use Technology Wisely: Feedback tools streamline processes, ensuring efficiency and impact. 8. Invest in Training: Equip your team with skills to deliver feedback that’s constructive, not discouraging. Master these steps and watch your organization's culture and performance soar. Ready to dive deeper into any particular step? Let’s discuss! For more posts like this, follow me @ https://lnkd.in/gnrwyZtR