How To Create A True Feedback Culture In Your Workplace

In a CULTURE of continuous feedback, people aren’t just “allowed” to give feedback; they’re actively encouraged to.

It’s where feedback isn’t reserved for formal reviews or the occasional meeting; it’s a natural part of daily work.

A true CULTURE of continuous feedback means that:

✳️ People share ideas freely, knowing their thoughts are valued.

✳️ Teams regularly check in to discuss what’s going well and where things might need adjustment.

✳️ Leaders and managers seek feedback as much as they give it, showing that everyone’s input matters.

✳️ Constructive criticism is welcomed, and people see it as an opportunity to make things better, not as a judgment on them.

If this all sounds very different to your existing culture- here’s a few things you can try:

✔️ Set up Regular Check-Ins (Daily huddles, 1:1 coaching sessions and weekly meetings provide the necessary space for people to share their ideas, address challenges, and offer suggestions for improvement.

✔️ Create Feedback Channels:
While direct feedback is a sign of a healthy feedback culture, there will always be people who don’t like to speak up about how they feel so give people multiple ways to share feedback e.g. through suggestion boxes (physical or digital) or anonymous surveys.

✔️ Lead by Example:
Simple- Ask for feedback on your own performance or decisions. If you struggle with this, you need a coach!!

✔️ Encourage Real-Time Feedback:
Encourage people to give feedback in the moment rather than waiting for formal reviews or structured meetings. If someone spots an improvement opportunity during a task, they should feel free to speak up right then.

✔️ Recognize and Act on Feedback:
Feedback culture only works if people see that their input leads to real change. Yesterday, we talked about recognizing the real experts—the people who do the work. In a feedback culture, this means actively listening to those insights and implementing changes based on what people who carry out the process are seeing and experiencing. They know better than anyone how things really work and where the bottlenecks lie.


💡 This culture isn’t built overnight but it’s entirely possible to build over time, once leaders are open to their own development and willing to make changes in their own behaviors first!