Feedback is the pulse of progress. We hear it all the time—feedback fuels growth, drives results, and builds culture. Yet here’s the hard truth: most feedback practices fall flat. We’ve cycled through a variety of methods—the “sandwich” approach, 360-degree reviews, coaching models—and despite the buzz, real change remains elusive. Why? Because feedback isn’t just a skill or a structure; it’s an experience, an exchange, a relationship. And to transform it, we have to dig deeper into the principles that make it truly meaningful.
In my journey leading teams worldwide, I’ve seen firsthand that feedback that sticks is built on trust, respect, and understanding. It’s tailored to individual needs, timed to make an impact, and rooted in a commitment to justice, equity, diversity, and inclusion—the J.E.D.I. principles. These aren’t just buzzwords; they’re the missing ingredients in most feedback cultures.
Let’s explore how leaders can create feedback that resonates, builds loyalty, and fuels excellence.
Trust: The Bedrock of Lasting Feedback
Without trust, feedback is just noise. Imagine getting told where you need to improve by someone you don’t trust. It feels like criticism, even if it’s constructive. But with trust? Feedback becomes a powerful tool for growth. Trust makes people receptive rather than defensive, and it comes from a place of mutual respect and shared purpose.
Building trust requires leaders to be genuine, open, and consistently honest. It’s about showing up as a real person, not a title. Leaders who model this, who are vulnerable about their own challenges, create an environment where feedback flows naturally. Your people aren’t just hearing words; they’re feeling your support. This shift transforms feedback into something employees want to embrace rather than avoid.
Conflict Styles: Recognizing Individual Needs for Effective Delivery
Feedback lands differently for everyone, and that’s because we all approach conflict in unique ways. Some face it head-on, others avoid it, and some navigate it with caution. Recognizing these differences lets leaders meet team members where they are and deliver feedback that sticks.
Take Lynnette, a leader who learned this lesson firsthand. Last year, she gave blunt feedback to Lisa, a talented but reserved team member, hoping to spark growth. Instead, it left Lisa feeling unsupported and deflated. Afterward, Lynnette took a step back and learned about conflict styles, realizing Lisa responded better to a softer, coaching approach. When she adapted her feedback style, Lynnette saw a transformation. Lisa became more confident, engaged, and eager for input. By understanding how people approach conflict, leaders can transform feedback from confrontation to collaboration.
Frequency: Making Feedback a Constant Flow
Feedback shouldn’t hit like a tidal wave during year-end reviews. When it’s reserved for annual check-ins or performance reviews, it’s overwhelming, sometimes even demoralizing. Effective feedback is a steady current—a continuous stream of guidance and support. It allows people to adjust, grow, and build confidence in real time.
For Lynnette, the revelation came when she found herself scrambling to deliver months of feedback during year-end reviews. It didn’t feel fair, and she sensed her team felt blindsided. So she changed her approach. Feedback became a regular part of her conversations, weekly touchpoints, and informal check-ins. No more tidal waves—just a steady stream of insights and encouragement. Her team’s response was immediate: they became more open, more motivated, and more connected. Frequent feedback builds a rhythm of growth and improvement that never feels forced or dreaded.
Embracing JEDI Principles: Making Feedback Truly Transformative
To take feedback from effective to transformative, we have to embrace the JEDI principles: Justice, Equity, Diversity, and Inclusion. When we weave these principles into feedback, we’re not just giving performance notes; we’re building relationships, showing respect, and honoring the unique journeys of our team members.
Justice: Rooting Feedback in Fairness
Justice in feedback means holding everyone to the same standards and being transparent about those expectations. Leaders committed to justice make sure feedback is fair, clear, and based on consistent criteria. When Lynnette realized she wasn’t being transparent enough, she set a new standard. She shared evaluation criteria openly, invited questions, and let her team see that her feedback was based on shared goals. Fair feedback builds trust, reinforces purpose, and leaves no room for ambiguity.
Equity: Honoring Individual Needs and Perspectives
Equity in feedback acknowledges that everyone has unique needs, skills, and growth paths. For Lynnette, equity meant tailoring her approach to meet each team member where they were. Some team members thrived on strategic input, while others needed support with foundational skills. By adapting her feedback, Lynnette showed her team that she valued each of them as individuals, not as a one-size-fits-all group. This recognition empowered her team to show up authentically, confident they were being supported for who they truly are.
Diversity: Celebrating Unique Contributions
Diversity in feedback means acknowledging and celebrating the unique perspectives each team member brings. It’s more than saying “good job”—it’s about understanding how their unique background and skills enrich the team’s work. Lynnette made it a point to recognize Alex’s out-of-the-box thinking and his knack for creative solutions. This wasn’t generic praise; it was an acknowledgment of Alex’s unique contributions. Diversity in feedback validates people, showing them that their individuality is seen, valued, and appreciated.
Inclusion: Creating a Safe Environment for Honest Growth
Inclusion makes feedback a safe, open experience where team members feel comfortable both giving and receiving input. Lynnette led by example, inviting her team to share feedback on her own performance, which fostered a sense of mutual respect. This approach wasn’t easy for her—vulnerability takes courage. But by opening up, she created a space where everyone felt safe to give and receive feedback. When leaders create a truly inclusive feedback environment, they’re saying, “Your voice matters.”
Moving Beyond the “Sandwich” Technique
The sandwich method—praise, critique, praise—has long been a go-to feedback model. But let’s be honest: it often feels forced, like a predictable formula that doesn’t foster genuine trust or connection. People see through the praise “wrapper” and zero in on the critique. Standard feedback techniques, whether it’s the sandwich or scripted evaluations, often miss the mark because they prioritize structure over substance.
The solution isn’t in formulas; it’s in principles. When we replace rigid techniques with trust, conflict awareness, consistent delivery, and JEDI principles, feedback becomes not just helpful but empowering. Lynnette stopped using “sandwiches” and began to build each feedback conversation around genuine connection and care. Her team didn’t just hear her feedback; they felt it, trusted it, and used it to grow.
Leading the Feedback Revolution
Lynnette’s journey shows us what feedback can be at its best: an act of empathy, collaboration, and empowerment. Real feedback is more than notes on performance—it’s a continuous, two-way conversation built on trust, justice, equity, diversity, and inclusion. Leaders who embrace these principles don’t just deliver feedback; they build bonds, inspire loyalty, and elevate performance.
The techniques? They’re just tools. Feedback that transforms is feedback rooted in understanding, empathy, and genuine connection. When we lead with these values, feedback stops being a “process” and becomes a powerful, transformative experience. That’s the feedback future we’re building—one that challenges, empowers, and inspires people to be their best selves every single day.
Omar L. Harris is the managing partner at Intent Consulting, a firm dedicated to improving employee experience and organizational performance and author of Leader Board: The DNA of High-Performance Teams; The Servant Leader's Manifesto; Be a J.E.D.I. Leader, Not a Boss: Leadership in the Era of Corporate Social Justice, Equity, Diversity, and Inclusion; Leading Change: The 4 Keys; Hire the Right W.H.O.M.: Sourcing the Right Team DNA Every Time; and The J.E.D.I. Leader's Playbook: The Insider's Guide to Eradicating Injustices, Eliminating Inequities, Expanding Diversity, and Enhancing Inclusion available for purchase in ebook, print, and audio on Amazon.com. Please follow him Instagram, Twitter, and/or his website for more information and engagement.
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