Feedback Without Fear

Build the culture

Author

Ama Agyapong
May 08, 2025

Hey Ya’ll,

Last week I taught a workshop on giving and receiving feedback to about 70 managers and supervisors. The workshop was called Performance Management Redefined: Building a Feedback-Driven Culture. We talked about ways to build the culture from a theoretical perspective and then we practiced giving and receiving feedback by using two frameworks I created because there’s no better way than to do it! Below is a resource I shared on how to build a feedback driven culture.

RESOURCE:

REVELATION:

Here’s what this slide reveals—Creating a feedback-driven culture goes beyond just encouraging open communication. It’s about building an environment where feedback isn’t just expected, but demanded, and where it’s woven into the everyday rhythm of work. It starts with creating a feedback-safe environment, setting clear expectations, and insisting on two-way dialogue, where everyone feels empowered to both give and receive feedback.

But it doesn’t stop there. Making feedback a routine part of daily and weekly conversations, training and empowering employees to use it effectively, and recognizing those who model feedback-driven behaviors are critical steps. And, of course, following up on the feedback you give is the key to building trust and accountability.

Ultimately, a feedback-driven culture is a living, breathing part of an organization, constantly evolving through assessment, measurement, and continuous improvement. It’s not a one-time initiative but a mindset that drives lasting growth and meaningful change.

REFLECTION:

  • Are you creating a space where your team feels safe to share honest feedback, even when it’s uncomfortable? If not, what small changes can you make to start building that trust?

  • When was the last time you actively sought feedback from your team? How did you respond, and what did you do with the insights you received?

Last thing … 

Don’t forget to register for the virtual event on Friday, 5/16 from 9p-10p EST.