Feedback fuels growth—both for individuals and organisations—but let’s be real, most workplaces still struggle to create a culture where open, constructive conversations actually happen. Too often, feedback is avoided, sugar-coated, or delivered in a way that does more harm than good.
In 2025, with over 60% of employees working in hybrid setups in the UK and teams spanning multiple generations, embedding feedback as a cultural norm isn’t just a nice-to-have—it’s a business necessity. Companies that get this right see higher engagement, stronger retention, and better performance across the board.
So whether you're a manager looking to level up your team or an employee eager to grow, here’s our 7 step guide on how to make feedback a natural part of your workplace DNA.
1. Create a safe environment
Feedback can only be effective if individuals feel safe to share and receive it.
For managers: Lead by example. Show vulnerability by sharing your own areas for improvement and encouraging honest input about your leadership style. Normalise feedback by making it a regular part of your interactions - for example, dedicating time during one-to-ones or team meetings to discuss constructive insights. Avoid reactive or defensive responses to feedback, as this can discourage openness.
For employees: Approach feedback with a mindset of collaboration, not confrontation. If you’re hesitant to give feedback, start small: share positive observations to build trust and gradually introduce constructive points. Use language that focuses on behaviours and outcomes, not personal attributes - e.g., “I noticed X happens when we do Y; maybe we could try Z.”
2. Integrate feedback into daily routines
Feedback shouldn’t feel like a formal event - it should be a seamless part of how your team operates.
For managers: Move beyond annual reviews. Introduce lightweight, ongoing practices like “start, stop, continue” discussions, where team members reflect on what’s working, what isn’t and what should continue. Implement things like project retrospectives to capture timely feedback.
For employees: Don’t wait for scheduled reviews to seek input. After completing a project or task, ask your manager or peers for their perspective on your work. Frame your questions to elicit actionable insights, such as, “What’s one thing I could improve for next time?”
3. Leverage technology wisely
In a hybrid workforce, technology plays a critical role in bridging communication gaps.
For managers: Use digital tools like Slack, Teams or dedicated feedback platforms to make feedback accessible and consistent. Create virtual feedback channels for team members to share suggestions or recognise peers. Ensure feedback sessions on video calls are as engaging and personalised as in-person ones by minimising distractions and focusing fully on the individual.
For employees: Take advantage of digital feedback tools to track your progress and gather input. Use shared documents or apps to document key feedback points and action plans, ensuring accountability and follow-through.
4. Focus on development, not criticism
Effective feedback highlights opportunities for growth without demoralising the recipient.
For managers: Frame feedback within the context of the individual’s goals and career aspirations. Instead of pointing out what went wrong, discuss what could be improved and how. For example, instead of saying, “This report was incomplete,” try, “Adding this data could make the report even more impactful next time.”
For employees: When receiving feedback, listen actively and avoid becoming defensive. Ask clarifying questions if needed, such as, “Can you share an example of when this happened?” or “What would success look like in this situation?”
5. Celebrate feedback as a growth tool
To normalise feedback, it needs to be viewed as a tool for development rather than judgement.
For managers: Publicly acknowledge and celebrate when feedback leads to improvements. For example, share stories in team meetings about how someone’s suggestion positively impacted a project. Encourage peer-to-peer feedback by introducing practices like “kudos boards”, Slack integrations like HeyTaco or peer awards.
For employees: Reflect on how feedback has helped you grow and share these experiences with your team. For instance, mention in a meeting how a colleague’s input improved your approach to a task. This reinforces the value of feedback and inspires others to engage in it.
6. Provide training and resources
Giving and receiving feedback is a skill that requires practice and education.
For managers: Offer training sessions or workshops on effective feedback practices, covering topics like active listening, bias awareness and delivering constructive criticism. Provide resources such as guides or template sheets to help team members navigate feedback conversations.
For employees: Seek out resources to enhance your feedback skills, such as books, webinars or online courses. Practise giving feedback in low-stakes scenarios, like offering suggestions during brainstorming sessions.
7. Close the loop
Feedback is only valuable if it leads to meaningful action.
For managers: After giving feedback, set clear next steps and follow up to assess progress. For instance, after suggesting improvements to a presentation style, schedule a check-in after the next presentation to review how the changes were implemented.
For employees: Show that you’re acting on feedback by updating your manager or peers on your progress. For example, after receiving input on a specific skill, share how you’ve applied their advice and what outcomes it produced.
Building a culture of feedback doesn’t happen overnight, but with intentionality, it can become a defining feature of your workplace. By creating a safe environment, integrating feedback into daily workflows and focusing on growth, both managers and employees can thrive in a feedback-rich culture.
'Stay tuned for more articles here about career clarity and purpose, where we’ll explore how job seekers can define their aspirations and how employers can align roles with meaningful work. We’ll also dive into workplace culture and innovation, looking at how businesses can evolve to foster collaboration and creativity. Lastly, we’ll cover personal and employer branding, with tips on building standout brands that attract opportunities and top talent. Follow me on LinkedIn for regular, insightful content and feel free to get in touch if you'd like to chat - I'd love to hear from you.' Alex