Group feedback, also called open or verbal feedback, an exercise where each member of a team gives feedback to every other person.

The purpose is to increase transparency and openness in the team as well as to build strong, honest relations between teammates

Pick a time and place where the team won't be interrupted

Start the meeting with defining a contract - a common agreement between attendees that will ensure a safe and comfortable environment for everyone

1. What should we do with cell phones and other distractors?

What should the meeting timebox be? What should we do if we don't fit into the timebox?

Should everyone sequentially give feedback to one person receiving the feedback?

or should the person giving feedback talk about every other participant before passing the voice to the next person giving feedback?

Feedback Rodeo:

- everyone writes their name on a piece of paper
- the paper is passed to the person on the left who writes down their feedback (optionally folding the paper no to give suggestions to the next persons) and passes the paper left again
- we repeat this until everyone gets their paper back
- as the last step we write feedback for ourselves

Now we can either:
- have everyone read all their feedback
- or we can e.g. start with things to improve, go through all participants, finish with things to continue and go through all participants

How many feedback items each of us should give?
Examples:
2 things to continue 2 thing to start/stop/change
2 things to continue 1 thing to start/stop/change

Do we want to comment the feedback yet on the meeting or afterwards as a follow up?

6. How are we planning to capture the feedback?

Examples:
- one person taking notes
- everyone taking their own private notes
- video recording
- No notes

1. Use first instead of third person when referring to the teammate that's receiving your feedback.

say "I really liked the training you led, please do more"

instead of "I really liked the training that Adam led, I'd like him to do more"

2. Focus on specific behaviours not personality or character

say "I noticed you were late to the last four sprint reviews"

instead of "You *are* a latecomer"

Provide specific examples whenever possible.

say "I noticed you were late to the last four sprint reviews"
instead of "You are *always* late to meetings"

Use both positive (continue) and constructive (change/stop/start) feedback
keep a reasonable balance between them

Example: Mention top three items to continue and top three items to either change/stop/start

If the situation you're describing in the feedback affected you personally underline how it made you feel. Say what you missed, what's important for you that was not provided. Avoid stating dry facts only.

say "When you said you didn't have time I felt like crap, it's important for me to know that we work as a team"
instead of "You said you didn't have time when I asked for help"

If you can't come up with any change/stop tips

think about things your teammate could start doing

"you fully automated deployment in our team, you could coach other teams how to set up their automation"

Don't avoid discussing performance issues

if someone is struggling in a given area ask how you or the team could help

say "I want you to know that I'm available for pair programming. oh, and Adam used to run advanced SQL training that covered this area, that might help as well"
instead of "I can see it takes you some time to figure out complex SQL queries and last 4 times they came back from QA with bugs."

Start with positive feedback (continue) and end with constructive (change/stop/start)... or the other way around.

Don't use the 'praise sandwich' (aka 'sh*t sandwich') by hiding one constructive advice between two positive ones

say:
- your work is high quality
- the code is readable and extensible
- What I'm missing is detailed documentation on how to install and run your tools

instead of:
- your work is high quality
- What I'm missing is detailed documentation on how to install and run your tools
- but your code is readable and extensible

If your team decided not to comment the feedback during the meeting, but you feel a discussion or comment is needed
1. signal it to everyone, but have a follow up after the meeting.

example
"when you said you didn't have time I felt you didn't care about the work I'm doing."
"Got it, I didn't have bad intentions I was super busy. I understand you could interpret it this way so let's have a follow up chat after the meeting.

2. Giving feedback can be at least as difficult as receiving it so thank your teammates for their feedback.