When we hear the word feedback, most of us think of performance reviews, manager evaluations, or those annual forms we fill out at work. But real, effective feedback isn’t a once-a-year event. It’s a continuous loop — a conversation. And for it to truly work, it has to flow both ways.
The Problem: One-Way Feedback
Most workplaces have a tendency to only provide top-down feedback. Employees frequently hesitate to voice their opinions or offer feedback on their performance, even when managers provide it. They don’t feel safe enough to do so, sometimes. At other times, they believe their opinions will not be considered or valued.
If the top is the only one providing feedback, though, it may turn into a monologue rather than a dialogue. This may result in resentment, miscommunications, and lost chances for development.
Why Two-Way Feedback Matters
Feedback that is reciprocal fosters trust. Team members are more motivated and involved when they feel heard. They are aware that their opinions and worries count.
It also fosters the development of leaders. Let’s be honest: nobody is flawless, not even managers. The team’s candid criticism can highlight blind spots, generate fresh concepts, and increase the efficacy of the leader.
Most significantly, it fosters a culture of growth and learning. People become less defensive and more receptive to change when feedback is reciprocated and normalised.
How to Encourage Two-Way Feedback
1. Establish a Secure Environment
Employees must feel psychologically safe to speak up. Even
If the criticism is difficult to hear, respond with empathy, listen without
passing judgment, and promote candid conversation.
- Set an Example
Managers should demonstrate that they take feedback seriously by asking for it regularly. Asking yourself, “What can I do better?” can start frank discussions. - Make it common rather than uncommon.
Don’t wait for official evaluations. Include feedback in team meetings, informal one-on-one conversations, and routine check-ins. Giving and receiving become easier as it becomes more natural. - Take Action
Take action if someone gives you criticism. Their voice matters, as evidenced by even minor adjustments. Feedback that is ignored results in silence the next time. - Get Ready for It
Not everyone is able to provide constructive criticism. Provide your team with tools or training to help them master the art of respectfully and clearly giving and receiving feedback.
Walk the Talk
Any team that wishes to develop together must have two-way feedback; it is not merely a nice-to-have. It creates a workplace where everyone has a voice, empowers workers, and fortifies leadership.
So, consider this: Does your team actually practise two-way feedback? Or is it confined to a single lane? Initiate the discussion and ensure that each person has an opportunity to speak.
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