Building feedback culture without the fluff

We always ask ‘do they know’ when clients tell us someone isn’t meeting their standards. It’s amazing how many times they have not been direct with the feedback, so one could argue the person doesn’t have a scoobie they are doing ‘wrong’. Building a strong feedback culture without the fluff means creating an environment where feedback is candid, timely, useful, and embedded in daily work. This includes positive and constructive feedback and you shouldn’t shy away from the former.

1. Make feedback a habit, not a ritual - make it the ‘norm’ to have short, frequent check-ins so don’t wait for quarterly reviews to address issues or praise.

• Example: After a meeting, say “I noticed the client seemed confused at one point — want to talk through how we could clarify that next time?”

2. Set clear expectations – praise them for good performance so they know what it looks like (we want more of the same); don’t criticize in the dark — if people don’t know what’s expected, feedback will feel arbitrary.

• Example: “We agreed that clarity in presentations is key. That last one was strong, but a bit rushed near the end. Let’s tweak timing.”

3. Be direct, not harsh – Don’t make it personal so focus on the work and the impact, not the person. It’s never good to sugarcoat or dance around the issue.

• Example: “You missed the deadline — that puts stress on the rest of the team. What got in the way, and how do we prevent it next time?”

 4. Feedback goes both ways - ask for feedback yourself, and show you're open to it so that you don’t create a top-down-only culture.

• Example: “Anything I could’ve done differently to support you on this project?”

 5. Keep it actionable - make feedback specific and solution-oriented; don’t offer vague labels like “be more strategic” without examples.

• Example: “Instead of diving into details right away, try starting with the ‘why’ — that helps execs see the big picture faster.”

6. Respect timing & setting - give feedback as close to the moment as possible, and in the right context, but remember that if it is constructive feedback you are giving, this is best delivered in a private space and not in public.

• Example: “Can we do a quick 2-minute debrief after the client call?”

  Can we help you?

  If you’re unsure of how or what to say when giving feedback, why not talk to us?

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