Feedback: A two-way road to better teams

Most of us can remember a time when we received feedback that felt misaligned, vague, and downright disheartening. In many cultures—and especially at work—feedback often has a bad reputation.

But what if we stopped seeing it as judgment and started seeing it for what it truly is? Information. The kind that helps us reroute when needed—just like a driver adjusting their path based on GPS directions.

When shared regularly and thoughtfully, feedback fuels more than performance.

It builds trust, boosts engagement, and helps the whole team move forward with clarity. Studies even show that organizations with strong feedback cultures enjoy better customer satisfaction and internal alignment. Yet still, nearly two-thirds of employees say they don’t receive enough of it.

So, what’s getting in our way?

Many people feel uneasy giving or receiving feedback—especially in tricky moments. Maybe we’re afraid of causing tension, unsure of how to phrase things, or worried about sounding too harsh. So we stay silent. But in that silence, we lose valuable signals that could help us reach our destination more smoothly.

Here’s the good news: feedback isn’t about criticism—it’s about course adjustment.

It’s about creating a space where people feel seen, respected, and supported, even when changes are needed.

And it works best when it’s timely, clear, and actionable.

A Navigation System for Growth

Think of your team as a car on a long road trip. The route isn’t always straightforward. There are detours, traffic jams, and unexpected weather. A good GPS doesn’t judge—it recalculates. It offers real-time feedback and options so you can adjust and stay on track. That’s what a strong feedback culture does: it helps the team respond to changing conditions and move forward.

Feedback shouldn’t only come at the end of a journey or after a breakdown. Whether you’re brainstorming a new idea, experimenting with a different route, or facing an unexpected obstacle, feedback—both verbal and nonverbal—is the guidance system keeping you aligned.

Understanding the Psychology of Feedback

Our minds, for all their brilliance, have quirks. Biases like confirmation bias (favoring info that supports what we already believe) or availability bias (relying only on what’s front-of-mind) can cloud our internal GPS. That’s why we need feedback from others—to get out of our echo chambers and recalibrate with fresh perspective.

Another trap? Dismissing emotional reactions as irrational. Emotions are data, too—like warning lights on the dashboard. We don’t ignore them; we interpret them. Building emotional awareness—both our own and others’—is essential for meaningful feedback exchanges.

Especially under stress, we might default to defensiveness or go into autopilot.

Recognizing these patterns gives us a chance to pause, reassess, and get back on the road with intention.

A Roadmap to Effective Feedback

If you're wondering how to start, consider this:

Build Trust – Through consistency, fairness, and respect. Trust makes people more likely to hear you without hitting the brakes.

Clarify Expectations – Vague destinations lead to wrong turns. Be specific about the goal, the reason, and the roles involved.

Prepare the Message – Use clear examples. Ditch the assumptions. And check your own “internal maps” (a.k.a. biases) before heading into the conversation.

Make It Count – Use the SBI method:

• Situation – When and where did it happen?

• Behavior – What did the person do?

• Impact – What was the effect?

Then let the other person respond. Be ready to listen, not just steer.

How you deliver matters just as much as what you say. Stay away from metaphors, exaggerations, or guessing people’s motives. Clarity, respect, and empathy will get you a lot farther than sugarcoating or blame ever will.

Beyond Skills: A Culture That Drives Together

At its core, feedback isn’t just a tool—it’s part of your team’s engine. The best teams aren’t the ones that never miss a turn. They’re the ones who notice the signs, talk about what went wrong, and adjust together.

Everyone’s journey with feedback looks different. We each bring different routes, driving styles, and blind spots. That’s why building a feedback culture starts with individual commitment. When each person shows up willing to both offer and receive input, the whole team goes further, faster, and with fewer detours.

Because yes—feedback goes both ways. Just like any good road.

Thanks for reading.