Feedback

March 13, 2025

Why Giving Feedback is Essential for Growth (and the Cost of Avoiding It)

Why Feedback Matters

A study by Gallup found that employees who receive regular, meaningful feedback are nearly four times more engaged than those who don’t. However, research by Zenger and Folkman revealed that 69% of managers struggle to give feedback, particularly when it involves constructive criticism. This hesitation means that many employees miss out on valuable insights that could help them develop and perform better.

Common Challenges in Feedback

Even experienced managers and team leaders fall into common traps when it comes to feedback. Here are some of the biggest hurdles:

➡️ Avoiding Difficult Conversations – Many managers fear that giving feedback will damage relationships or lower morale, so they avoid it altogether. But withholding feedback can create even bigger issues over time.

➡️ Vague or Unclear Feedback – Saying “Great job” or “You need to improve” isn’t helpful. Without specificity, people don’t know what to repeat or change.

➡️ Feedback as a One-Way Street – Some managers only focus on giving feedback, not receiving it. But management is about continuous growth, and seeking feedback is just as important as providing it.

➡️ Defensiveness – It’s natural to feel uncomfortable when receiving constructive feedback. Managers who react defensively shut down opportunities for growth and improvement.

➡️ Lack of Follow-Through – Even when feedback is given well, it loses impact if there’s no follow-up. The best feedback leads to action and progress.

How to Give Effective Feedback

➡️ Never Give Negative Feedback in Public – Criticising someone in front of others is humiliating and damages trust. Always provide constructive feedback in a private setting where the individual feels respected and supported.

Different Approaches to Giving Feedback

Using a structured approach can make feedback more effective and easier to deliver. There are several models that help structure feedback in a constructive way. One widely used approach is the Pendleton Model, which places the receiver at the centre of the conversation, encouraging them to reflect and take ownership of their development. Here’s how it works:

1️⃣ Ask the Individual to Reflect First – “What do you think went well?” Encouraging self-assessment helps build ownership of strengths and areas for improvement.

2️⃣ Highlight What Went Well – Reinforce positive behaviours and successes: “I noticed you handled that client objection really smoothly—your calm approach built trust.”

3️⃣ Discuss Areas for Improvement – Invite reflection: “Is there anything you think could have been done differently?” Then share your own observations constructively.

4️⃣ Agree on Actionable Steps – “What’s one thing you could do differently next time to improve?” This keeps the conversation forward-focused and solution-oriented.

Here’s how to make your feedback land well:

✅ Make It Timely – Feedback is most effective when it’s given soon after the event. Don’t wait until annual reviews—make it a regular habit.

✅ Be Specific – Instead of “Great presentation,” try “Your storytelling in that presentation really engaged the audience. The example you used helped drive the point home.”

✅ Balance Positive and Constructive Feedback – Research suggests that for every one piece of constructive feedback, six positive reinforcements are needed to maintain motivation and engagement. Reinforce strengths as well as areas to grow.

✅ Use a Coaching Approach – Instead of just telling, ask: “How can I better support you in improving this?” This encourages self-reflection and ownership while opening the door for honest dialogue.

✅ Ensure Psychological Safety – Create an environment where people feel safe receiving feedback without fear of harsh criticism or negative consequences.

How to Receive Feedback Effectively

Managers who embrace feedback set the tone for their teams. Here’s how to receive it well:

✅ Seek It Out – Don’t wait for feedback to come to you. Proactively ask team members, peers, and mentors: “What’s one thing you see that I might be missing?”

✅ Listen Without Defensiveness – Even if feedback is tough to hear, resist the urge to explain or justify immediately. Listen, reflect, and respond thoughtfully.

✅ Clarify and Ask for Examples – If feedback is vague, ask: “Can you share a specific example?” This helps you understand the context and take actionable steps.

✅ Show Appreciation – Even if you don’t fully agree, thank the person for their input. This encourages a culture where honest feedback is valued.

✅ Act on It – Feedback only matters if it leads to change. Identify one or two key takeaways and implement them.

Why Feedback is Essential for Managers and Teams

The most effective managers and team leaders aren’t just skilled at giving feedback—they excel at receiving it. When managers actively seek and act on feedback, they create a culture of continuous improvement and innovation. Here’s why being an open receiver of feedback makes managers more effective:

✅ It Builds Trust and Openness – When managers demonstrate that they value input from their teams, it fosters psychological safety and encourages honest conversations.

✅ It Strengthens Decision-Making – Managers who seek diverse perspectives gain deeper insights, helping them make more informed, strategic decisions.

✅ It Sets the Tone for Continuous Improvement – When managers model the behaviour of receiving feedback well, they encourage their teams to do the same, creating a culture where growth is the norm.

✅ It Helps Managers Identify Blind Spots – No one sees the full picture alone. Seeking feedback uncovers gaps in perception, allowing managers to adapt and lead more effectively.

Feedback Fuels Motivation and Growth

Effective feedback doesn’t just guide improvement—it drives motivation. When employees receive meaningful feedback, they feel valued, understand their progress, and are more likely to stay engaged. Constructive feedback clarifies expectations and builds confidence, while positive reinforcement boosts morale and encourages continued success.

A culture of continuous feedback helps teams stay aligned, motivated, and committed to growth. Managers who embed feedback into their daily leadership create a stronger sense of purpose and achievement within their teams.

Feedback Is a Leadership Skill

Giving and receiving feedback is an art—one that takes practice. The best managers don’t just use feedback as a tool to correct; they use it to empower, develop, and build trust. When feedback becomes a normal part of management, teams thrive, individuals grow, and workplace culture strengthens.

I’d love to hear from you—what’s been your biggest challenge or insight when it comes to feedback? How do you approach giving and receiving feedback in your management role?