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The 4Ls retrospective is one of the most accessible and powerful feedback frameworks available — producing actionable insights without the facilitation complexity of other retrospective formats.
This template includes a facilitator guide, structured participant worksheets, a synthesis framework for aggregating findings, and an action planning template for capturing outcomes. Designed to be run in 45–60 minutes with any team size.
FAQS
Q What does 4Ls stand for?
Liked, Learned, Lacked, and Longed For. Liked: what worked well and should be preserved. Learned: what participants gained — knowledge, skills, or perspective. Lacked: what was missing or insufficient. Longed For: what participants wish had existed or would want in future. The combination of positive and constructive dimensions in a single session produces richer, more balanced feedback than a simple 'what worked / what didn't' format.
Q What is the best use case for the 4Ls in an HR context?
The 4Ls is particularly effective for onboarding retrospectives at the 30-day and 90-day marks — giving new hires a structured way to articulate their experience, and giving HR and managers actionable insight into what the onboarding process is and is not delivering. It is also widely used for project retrospectives, team health reviews, and programme evaluations.
Q How long does a session take?
45 to 60 minutes for a team of four to twelve. The template includes a complete facilitator guide with a time-allocated agenda, participant worksheets, a synthesis framework for aggregating responses without identifying individuals, and an action planning template for capturing outcomes from the session.
Q Can this be run remotely?
Yes. The template includes a remote facilitation guide covering how to run the exercise over video — including suggested digital whiteboard setups (Miro, FigJam, or equivalent) and how to maintain psychological safety in a virtual format where participants may be less comfortable sharing openly than in person.
The 4Ls retrospective is one of the most accessible and powerful feedback frameworks available — producing actionable insights without the facilitation complexity of other retrospective formats.
This template includes a facilitator guide, structured participant worksheets, a synthesis framework for aggregating findings, and an action planning template for capturing outcomes. Designed to be run in 45–60 minutes with any team size.
FAQS
Q What does 4Ls stand for?
Liked, Learned, Lacked, and Longed For. Liked: what worked well and should be preserved. Learned: what participants gained — knowledge, skills, or perspective. Lacked: what was missing or insufficient. Longed For: what participants wish had existed or would want in future. The combination of positive and constructive dimensions in a single session produces richer, more balanced feedback than a simple 'what worked / what didn't' format.
Q What is the best use case for the 4Ls in an HR context?
The 4Ls is particularly effective for onboarding retrospectives at the 30-day and 90-day marks — giving new hires a structured way to articulate their experience, and giving HR and managers actionable insight into what the onboarding process is and is not delivering. It is also widely used for project retrospectives, team health reviews, and programme evaluations.
Q How long does a session take?
45 to 60 minutes for a team of four to twelve. The template includes a complete facilitator guide with a time-allocated agenda, participant worksheets, a synthesis framework for aggregating responses without identifying individuals, and an action planning template for capturing outcomes from the session.
Q Can this be run remotely?
Yes. The template includes a remote facilitation guide covering how to run the exercise over video — including suggested digital whiteboard setups (Miro, FigJam, or equivalent) and how to maintain psychological safety in a virtual format where participants may be less comfortable sharing openly than in person.
