You know that feeling when you’re waiting to go into your annual performance review?
Butterflies in your stomach, you’re trying to work but you’re distracted, you’re re-reading your notes (the ones with everything you want to raise) over and over again.
You finally go in…it’s fine.
But you walk out not quite sure what’s working well or what to focus on next.
It’s muddled, uncomfortable and awkward.
And not exactly a recipe for growth or collaboration.
Here’s the thing, feedback shouldn’t just happen once a year.
Developing a culture where regular feedback is normalised is the key to removing this awkwardness and creating open channels for communication and growth.
So how do we do this?
We tend to think of feedback as something negative, it’s only something you give when someone’s done something wrong.
But there are actually two kinds of feedback: positive and constructive.
And we often forget the first one.
Giving positive feedback is just as important as giving constructive feedback, for a couple of reasons. When the only form of feedback you share is constructive, of course people are going to associate feedback with “being told off”. So, people are bracing for the bad news before you even start.
Positive feedback reinforces what’s working. When we point out what’s working well, people understand what to repeat. Without it, we’re all just flying blind, unsure if we’re hitting the mark or missing it entirely.
When positive feedback becomes part of how the team communicates, constructive feedback stops feeling so intimidating. It’s just another part of learning and growing together.
Then comes the second piece, giving constructive feedback in a way that actually lands. And, navigating the emotions that will likely be triggered by all involved.
Because constructive feedback can trigger self-protection, defensiveness, or even guilt and shame. Done poorly, it creates friction and resentment.
But done well, it strengthens trust, builds self-awareness, and drives continuous improvement.
That’s exactly what I dive into in this week’s podcast episode:
🎧 From Uncomfortable to Empowering: Rethinking Feedback at Work.
I unpack how to give feedback that lands, receive it without spiralling into defensiveness, and deal with those very normal emotions that come up in the moment.
If this topic resonates with you, listen to the episode on Spotify or Apple Podcasts.
Here’s my challenge for you this week:
Give someone in your team (or your life) positive feedback.
Notice what happens to the energy in the conversation.
The cultural change starts with you, one conversation at a time.
– Nat
PS Taking feedback personally or focusing on the negatives is one way imposter syndrome can shows up for many of us. If that sounds familiar, I’d love to support you in my upcoming workshop Imposter No More: Own Your Worth where we’ll unpack those inner patterns and shift them into empowering beliefs. Sign up here.
PPS If you’ve recently received feedback that you’re struggling to interpret, or you need to give feedback and you’re not sure how to frame it, book a complimentary clarity call. We’ll unpack it together. Book here.
