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Here are five simple steps to help you build an open feedback culture:
If your company is still using anonymous 360-degree feedback tools, it might be time to rethink that approach. Anonymous feedback can feel safe, but it goes against the idea of openness and transparency. Instead, encourage people to share feedback openly.
Non-anonymous feedback tools like Truth Teller can encourage people to share feedback openly. Like a typical 360-degree feedback tool, Truth Teller collects feedback from team members, but instead, feedback is shared non-anonymously. Truth Teller provides a safe, more focused way for individuals to have an open conversation with teammates about the feedback they receive from them.
When people see that it’s okay to give and receive feedback directly, it becomes a normal part of workplace culture rather than something that only happens in annual reviews.
Most people aren’t naturally comfortable giving feedback, especially to managers or senior leaders. That’s why it’s important to provide a simple framework and opportunities to practice. Techniques like feedforward, DESC, or the What/Why method can help structure feedback in a constructive way. Workshops or role-playing exercises can also boost confidence and make giving feedback feel like second nature.
Instead of waiting for big review meetings, build feedback into everyday work life. A simple way to do this? Try a quick debrief at the end of meetings or projects. One easy exercise is the ‘Smiley Face, Straight Face’ method:
On a whiteboard, draw two columns—one with a smiley face for things that went well, and one with a straight face for things that could improve.
Have the team add their thoughts.
This keeps feedback continuous, informal, and non-intimidating.
Feedback isn’t just about individuals; it’s also about improving the company as a whole. Create spaces where people feel comfortable discussing what’s working and what’s not. Stop-Start meetings are a great way to do this. Get teams together (maybe quarterly) to talk about what the company should start doing and what it should stop doing. Having a facilitator can help guide the discussion and make sure all voices are heard.
Feedback isn’t just about pointing out what could be better, it’s also about celebrating success! A culture of open feedback should include regular recognition and appreciation. This could be as simple as:
A praise system in your company’s HR platform
A “people news” section in company meetings
A fun, creative initiative like passing around a recognition token (one company used a stuffed gorilla!) to highlight great work
Making positive feedback a habit encourages people to notice and acknowledge great contributions, making the workplace a more motivating and supportive environment.
Giving and receiving feedback is a skill, and like any skill, it gets better with practice. The more you embed feedback into daily work, the more natural and comfortable it becomes. Find what works best for your team and keep at it; because a culture of open feedback leads to stronger teams, better communication, and a thriving workplace.
