Why We Still Struggle with Feedback and How to Change It.

I’m on a mission to create more people-centric organizations. One of the biggest barriers? Our ability to communicate openly across all levels.

With performance review season upon us, I want to talk about something we all say we value, yet often avoid: Feedback.

📊 The Feedback Reality Check

When I run workshops and ask people how they feel about feedback, I usually get the same mix of answers:

“I like receiving it.” “I dread giving it.”

The numbers back it up:

• 44% of managers find giving negative feedback stressful and challenging.

• 69% are uncomfortable communicating when the feedback could be difficult to hear.

• Only 14.5% of managers strongly agree they’re good at giving feedback.

• Only 26% of employees believe the feedback they get actually helps them improve.

• Just 20% receive feedback weekly.

• 32% wait more than 3 months to hear from their managers.

• 96% say they appreciate regular feedback.

• Over 40% disengage when they receive little or none.

😬 Why We Don’t Do It

It’s not a mystery—and it’s not laziness. The bottom line is fear.

We avoid things that make us uncomfortable. And when we don’t know how someone will react, feedback feels risky. But without it, we leave a gap where neither we nor our employees know how performance truly stands.

Common Feedback Gaps

• You know there’s an issue, you ask for feedback… and hear nothing.

• You’re let go without a clear reason.

• You hear about “problems” for the first time during your annual review.

All of these leave the person on the receiving end unable to course-correct—and they erode trust.

🗺️ What If Feedback Was Like GPS?

Think about driving to an unfamiliar place. You rely on your GPS to say:

“Turn right.” “Stay straight for 10 miles.” “Recalculating. Make a U-turn.”

It’s directional, helping you reach your destination without getting lost. The right feedback works the same way—guiding people toward their goals and helping them avoid costly detours.

💡 Reducing the Fear Factor

Fear won’t disappear overnight, but you can shift your mindset:

1. Start with purpose – Why are you giving this feedback?

2. Drop the assumptions – Share the situation and ask for their perspective. Your version of the story might be incomplete.

3. Make it collaborative – Turn it into a conversation, not a verdict.

4. Focus on goals – Frame feedback as a way to help someone get where they want to go.

5. Listen as much as you speak – This builds trust and ownership.

🌟 The Human Side of Feedback

When we treat feedback as a shared problem-solving conversation, it becomes less about judgment and more about partnership. It shows we care about the other person’s growth, invites their insight, and empowers them to own their next steps.

Question for you: 

How are you elevating feedback in your work to help others reach their goals?

What are some of your barriers to feedback?

At Sterling Coaching and Consulting, I love to help create feedback rich cultures. Ask me how!#Leadership #FeedbackCulture #PsychologicalSafety #Communication #PeopleCentric  #EmployeeEngagement