The Art of Giving and Receiving Feedback
Feedback isn’t about judgment—it’s about growth.
Yet, too many managers avoid it, sugarcoat it, or deliver it in a way that shuts people down instead of building them up. When done right, feedback improves performance, strengthens relationships, and creates a culture of continuous learning.
How Feedback Impacts Culture
A feedback-rich culture isn’t one where people constantly criticize—it’s one where open, honest conversations are the norm.
Take Netflix, for example. The company thrives on a culture of radical candor, where employees and leaders alike give direct, constructive feedback with positive intent. The result? A culture of trust, accountability, and high performance.
How to build it:
✅ Normalize feedback—it shouldn’t just happen in performance reviews.
✅ Create psychological safety—people won’t listen if they feel attacked.
✅ Model the behavior—leaders who take feedback well inspire teams to do the same.
Retention: People Stay Where They Feel Valued
Employees want feedback. They want to know where they stand, how they can improve, and whether their contributions matter.
Consider Indra Nooyi, former CEO of PepsiCo. She believed in recognizing employees for their strengths while helping them grow. Her leadership style helped build a culture of engagement and long-term retention.
How to build it:
✅ Balance positive and constructive feedback—both are essential.
✅ Make it actionable—vague criticism doesn’t help anyone improve.
✅ Check in regularly—waiting for annual reviews is a recipe for disengagement.
Team Productivity: Strong Feedback = Stronger Teams
High-performing teams don’t guess where they stand—they know. Clear, constructive feedback removes uncertainty, aligns goals, and helps people do their best work.
At Google, managers are trained to deliver feedback that is specific, timely, and focused on solutions. This approach keeps teams agile, adaptable, and continuously improving.
How to build it:
✅ Give feedback in real-time—don’t wait for the “right moment.”
✅ Focus on behaviors, not personalities—feedback should never feel personal.
✅ Encourage two-way feedback—great leaders learn from their teams, too.
Receiving Feedback: The Other Half of the Equation
Too many managers expect employees to take feedback well—yet struggle to receive it themselves. If you shut down or get defensive when given feedback, you teach your team to do the same.
How to get better at receiving feedback:
✅ Assume positive intent—most feedback is meant to help, not hurt.
✅ Ask clarifying questions—understand before reacting.
✅ Show gratitude—feedback is a gift, even when it’s tough to hear.
Feedback is Leadership
The best managers aren’t the ones who have all the answers—they’re the ones who help their teams get better every day. Mastering the art of giving and receiving feedback isn’t optional—it’s a leadership necessity.