Strategies for Building a Culture of Feedback

In early childhood education, strong teams aren’t built by avoiding hard conversations—they’re built by leaning into them with trust, empathy, and the shared goal of getting better together. Feedback, when done well, isn’t about pointing out flaws—it’s about lifting each other up, learning from one another, and creating space for continuous growth.

If we want thriving classrooms, we need thriving teams—and that starts with creating a culture where feedback feels safe, supportive, and part of our daily rhythm.

 1. Set the Stage with Shared Agreements

  • Use the Team Agreements eBooklet to co-create team norms around giving and receiving feedback (e.g., “We assume positive intent,” “Feedback is a gift,” “We listen before we respond”).

  • Revisit these norms regularly during team meetings and coaching sessions.

2. Use Strengths-Based Language

  • Start feedback with what’s working before addressing growth areas.

  • Use language that’s supportive, not evaluative:
    ➤ Instead of “You didn’t manage transitions well,” say “What strategies have worked for you during transitions? Let’s brainstorm ways to make them smoother.”

3. Practice “Feedback Timing Awareness”

  • Give feedback in the moment when appropriate, or schedule a time when the receiver is more likely to be receptive.

  • Avoid giving feedback when emotions are high—check in first:
    ➤ “Is now a good time to reflect together on how that circle time went?”

4. Coach Curiosity in Feedback Reception

  • Normalize feelings of vulnerability by naming them in team conversations.

  • Model curiosity by responding to feedback with questions like: ➤ “Can you tell me more about what you noticed?” ➤ “What would you have done differently?”

5. Create Continuous Feedback Loops

  • Build regular feedback into your routine (e.g., 10-minute peer debriefs weekly).

  • Use tools like:

    • Feedback journals: A space for educators to reflect on feedback they’ve received.

    • Observation swaps: Pairs of educators observe each other with a specific focus and debrief together.

6. Facilitate Reflective Check-Ins

  • Use prompts like: ➤ “What’s one thing I tried this week that I’d like feedback on?” ➤ “Where do I feel stuck, and how can my team help?”

  • Integrate these into team huddles or PLCs.

7. Celebrate Growth from Feedback

  • Highlight “feedback wins” during staff meetings (e.g., “After trying the strategy suggested by a teammate, I noticed better engagement during cleanup.”)

  • Create a feedback board: “Here’s what I tried this week because of you!”

Ready to strengthen your team’s feedback culture?
Start by choosing one simple strategy to implement this week—whether it’s setting shared feedback norms or scheduling peer reflection time. If you’re looking for tools, training, or support to guide your team through the process, I’d love to connect. Reach out to me at deidre.harris@teamagreements.com to explore how we can build a culture of growth and collaboration—together.

Deidre Harris