There needs to be a culture where it feels psychologically safe to give and receive feedback. This means that the person giving feedback knows they will face no retaliation for bringing up their concerns. Giving and receiving feedback should also be consistent and acknowledged. One way to create this safety is to have anonymous feedback once a month. Then management can review the feedback and share themes and items of action. Employees should also have the opportunity to offer feedback to each other and their managers. Another mechanism for feedback is called 360 feedback. This is where everyone offers a piece of feedback to everyone on the team. This is usually done once a year.