How Feedback Fuels Growth in the Workplace

By Adeshola Adenike Aliogo, Head Human Resources, Hydrogen

Rethinking Feedback

Feedback often carries a negative perception. For many employees, the phrase “Can I give you some feedback?” signals criticism. For managers, giving it can feel like walking a tightrope between honesty and morale. Yet, despite its discomfort, feedback is one of the most powerful tools for growth at work.

Today’s workplace is shaped by rapid change. Technology is transforming industries, hybrid work is rewriting norms, and employees expect more from their organisations. In such an environment, feedback helps individuals and teams keep moving forward. It uncovers blind spots, accelerates learning, and builds the trust needed to thrive.

This article explains why feedback matters now and offers practical, human-centered tips for managers and teams who want a culture where feedback fuels growth instead of fear.

Why Feedback Matters More Than Ever

Feedback is no longer limited to performance reviews. It now plays a central role in adaptability and resilience. Roles evolve quickly, and market demands can shift overnight. The ability to learn and adjust in real time has become essential. Three reasons stand out:

1. It closes blind spots. No one sees themselves fully. We all have habits or assumptions that shape how others experience us. Without feedback, blind spots remain hidden; with feedback they become visible and can be addressed (Harvard Business Review, 2019).
2. It accelerates learning. Imagine a pilot learning to fly but only receiving feedback once a year. It would be disastrous. The workplace is no different. Timely, constructive feedback allows people to correct mistakes quickly and strengthen learning (SHRM, 2023).
3. It builds trust and connection. Well-delivered feedback deepens relationships. It signals care: “I believe in you enough to tell you the truth.” Over time, this honesty builds psychological safety where people can exchange feedback without fear (APA, 2023).

For Managers: Turning Feedback into a Growth Engine

Managers shape how feedback is experienced. When handled poorly, feedback feels like judgment. When handled well, it feels like coaching. Managers can shift from “performance police” to “growth partners” by focusing on the following:

1. Reframe the purpose. Approach feedback as a way to empower, not evaluate. Your role is to support people in becoming their best selves.
2. Make feedback timely and frequent. Delayed feedback loses power. Waiting until quarterly or annual reviews often means the moment for learning has passed. Regular check-ins keep development real and actionable.
3. Balance courage with care. Honesty is vital, but empathy shapes how it is received. Focus on behaviors rather than personality traits (Harvard Business Review, 2023).
4. Recognize effort, not only outcomes. Growth is about progress as well as results. Recognising effort encourages persistence.
5. Model receptivity. When managers ask for and act on feedback, they set the tone. Employees see feedback as part of the culture, not a one-way directive.

For Teams: Building a Feedback Mindset

Feedback should not flow only from the top down. Healthy workplaces encourage feedback sideways (peer-to-peer) and upward (from employees to leaders). Teams can strengthen their culture by adopting these practices:

1. Ask for feedback, don’t just wait for it. Proactively invite perspectives that support growth.
2. Separate behaviour from identity. Feedback is about what you do, not who you are.
3. Practice active listening. Pause before responding. Focus on understanding, not defending.
4. Normalize peer feedback. Colleagues who work closely with you often provide the most actionable insights (Frontiers in Psychology, 2021).
5. Pay it forward. Treat feedback as a gift. If you receive it, pass it along to help others grow.