Organizational Support:

Many people have little or no experience giving direct feedback in a
work situation and find it difficult to set emotions aside to either
receive feedback or give feedback to others. Organizations can help
people learn this skill by creating safe settings for learning and
practicing the skill in several ways:

1. Peer-to-peer communication is preferred. Team members prefer to
give feedback directly and positively. A team member who is given
feedback about someone else encourages the giver to deliver the
feedback directly, and offers to assist in the conversation. Passing
feedback through a third party undermines team communication and
should be avoided.

2. People with mastery of this skill can be available to role-play
with a reluctant feedback giver.

3. When working relationships between team members are
strained, peer-to-peer feedback may be facilitated by a
third team member with sufficient mastery of the skill.
Care should be taken to ensure that such facilitation is
a learning tool and not a practice.

4. Social activities, either outside work hours, such as outings or meals,
or regularly-scheduled brief exercises at work, such as personal checkins
right before the day's stand-up, facilitate closeness and strengthen
the sense of safety needed for direct communication.