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Feedback Is a Gift: Why Aren’t We Sharing It?

31 January 2025
gift with speech bubbles

The phrase “feedback is a gift” has become common in many organizations. Yet, when speaking with HR directors, small business owners, and team managers, a different reality often emerges: many people aren’t eager to give this "gift."

Why is that?

The Fear Behind Feedback

For some, the hesitation to give feedback comes down to safety—the psychological safety of being able to share thoughts without fear of retaliation or conflict. But more frequently, the barrier is the desire to preserve the friendliness and “family feel” within the team.

Leaders and team members alike worry about upsetting colleagues, damaging relationships, or triggering negative emotional reactions. This reluctance stems from an instinct to protect harmony, but it also creates a culture where constructive feedback is avoided.

The result? Feedback becomes associated with negativity rather than opportunity.

Flipping the Feedback Narrative

It’s time to reframe how feedback is viewed. When delivered with care, feedback is not criticism—it’s an opportunity to learn, grow, and thrive.

Here’s how:

1. Feedback Fuels Growth

Nobody is perfect. When mistakes happen or improvements are needed, feedback provides an opportunity to correct course and grow stronger. It empowers individuals to improve and achieve their full potential.

2. Feedback Strengthens Relationships

When shared early and constructively, feedback can address minor irritations or misunderstandings before they grow into bigger problems. This proactive approach fosters trust, strengthens bonds, and creates a more productive and cohesive team.

3. Feedback Drives Innovation

Feedback isn’t just about people—it’s about ideas, products, and processes. No matter how much effort goes into a project, feedback provides insights for improvement, enabling teams to innovate and deliver the best possible outcomes for customers and stakeholders.

Making Feedback Easier

Of course, giving feedback isn’t always easy. Timing, tone, and delivery matter. But the moment feedback is viewed as inherently negative, a culture is created where teams can only perform as well as their weakest habits allow.

Building a feedback culture starts with small, intentional steps:

  • Encourage psychological safety by fostering open and respectful communication.
  • Model constructive feedback as a leadership practice, showing that it’s a normal and valuable part of the work process.
  • Focus on the positive outcomes, helping teams see feedback as an enabler of growth and success.

Let’s Talk

Creating a feedback-friendly culture isn’t simple, but it’s essential for building high-performing teams. For organizations looking to embed these practices, there are strategies and tools available to make feedback a regular and valued part of the workplace.

Feedback is truly a gift—one that can unlock growth, trust, and innovation when shared thoughtfully.

How does feedback work in your organization? What steps are being taken to make it a positive part of the culture? Let’s discuss!

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