The Power of Employee Feedback for Leaders
Feedback is a vital part of any high-performing workplace.
It’s the mechanism that drives learning, motivates improvement, and aligns teams with organisational goals.
For New Zealand business leaders, giving regular feedback is more than a best practice; it’s a strategic advantage. Far from being solely about correcting mistakes, frequent and balanced feedback helps build a culture of mutual trust and respect, creating an environment where employees feel valued and empowered to grow.
In today’s rapidly evolving workplaces, employees expect more than just an annual performance review. They want timely, specific feedback that reinforces their strengths and provides actionable insights on areas for improvement. The leaders who succeed in fostering a feedback-positive environment will reap the rewards in employee engagement, retention, and overall team performance.
Why Feedback Matters
Feedback is essential for keeping employees engaged and aligned with the broader vision and values of the organisation. When delivered thoughtfully, feedback serves as a powerful tool for recognition, development, and team cohesion.
Recognition and Growth: Constructive feedback allows employees to understand both their strengths and areas where they might improve. Positive feedback boosts morale, builds confidence, and provides clarity on what is working well. In contrast, constructive feedback offers a roadmap for growth, guiding individuals on what steps they can take to improve performance. This combination is crucial for ensuring employees feel valued and are equipped with the insights they need to excel.
Reinforcing Positive Behaviors: Regular, meaningful feedback reinforces the behaviours and skills that align with company goals. A culture where employees frequently hear what they’re doing well encourages them to repeat those behaviours and sets a standard for others in the team to follow.
The Science of Feedback: The Brain on Positive and Negative Feedback
Feedback, whether positive or constructive, interacts with our brain chemistry in powerful ways. Studies have shown that we are wired to respond more intensely to negative information than positive, a phenomenon psychologists call the negativity bias. This bias means that while negative feedback is important, it’s more likely to trigger stress and defensiveness than motivation if not managed well.
Positive-to-Negative Feedback Ratio: Research, including the often-cited “Losada Ratio,” suggests that high-performing teams benefit from a balance of around five positive comments for every negative one. This 5:1 ratio ensures that employees stay motivated and confident while still receiving the guidance they need to improve. Too much negative feedback can feel discouraging, while too little leaves people without direction. For leaders, the takeaway is clear: if you want employees to act on constructive feedback, they need to feel valued and supported overall.
The Brain’s Response to Feedback: When people receive feedback, it activates areas of the brain associated with social cognition and self-worth. Negative feedback, if delivered without a foundation of positive reinforcement, can trigger a fight-or-flight response, leading to defensiveness, anxiety, or withdrawal. On the other hand, positive feedback promotes feelings of safety and motivation. By prioritising regular, specific, and meaningful positive feedback, leaders create an environment where employees are more open to hearing and acting on constructive feedback.
How to Give Effective Feedback
Delivering feedback effectively requires a blend of tact, clarity, and sincerity. Here are some best practices for to ensure feedback is received constructively:
Be Specific and Actionable: Avoid vague comments like “good job” or “needs improvement.” Instead, provide clear, specific feedback that references actual behaviours or outcomes. For instance, “Your attention to detail in last week’s report really elevated the quality. Moving forward, consider streamlining the summary to enhance readability.” This level of specificity gives employees a clear sense of what they did well and how they can continue improving.
Maintain a Caring and Honest Approach: Employees are more likely to accept feedback if they feel it’s delivered with genuine care for their development. As leaders, show empathy and acknowledge the efforts made, even if there’s room for improvement. This kind of respectful approach demonstrates that the goal is growth, not criticism.
Balance Praise with Constructive Feedback: Positive feedback should be both regular and specific. Research shows that employees respond best to praise when it’s genuine and reflects specific achievements. Generic praise can feel hollow and might even come across as insincere. Constructive feedback, on the other hand, should be given thoughtfully and as part of a larger dialogue about performance, rather than as a one-off statement.
Example of Structured Feedback: Use a simple framework, like one of my favourites – the Situation-Behavior-Impact (SBI) model, to deliver feedback that’s concise and clear. For example: “In yesterday’s meeting (Situation), I noticed you stepped up to clarify our strategy to the client (Behaviour), which really helped build their confidence in our approach (Impact).” This model helps focus on the facts rather than personal judgments, making feedback more actionable.
Research on Employee Preferences for Feedback
Studies have found that employees value and respond well to frequent, specific positive feedback. For instance, Gallup’s research on employee engagement reveals that those who receive regular recognition and positive feedback are more engaged, motivated, and productive. Employees who feel their efforts are acknowledged and appreciated tend to have higher morale, feel more committed to their roles, and are more likely to stay with the organisation. Similarly, Deloitte’s research indicates that high-performing companies are those that prioritise regular feedback, suggesting that the frequency and quality of feedback are directly linked to employee satisfaction and organisational success.
The Costs of NOT Providing Regular Feedback
Neglecting feedback can have significant costs, both for employees and the organisation. Without regular feedback, employees are left guessing about their performance, which can lead to feelings of disconnection and disengagement.
Reduced Performance and Engagement: When employees don’t receive feedback, they may lack direction and motivation. This can result in lower productivity and missed opportunities for growth and development. Employees who don’t feel valued may become disengaged and less likely to contribute meaningfully to the team.
Increased Turnover: Employees who feel unappreciated or ignored are more likely to leave, leading to higher turnover costs. Losing top performers can disrupt team dynamics, increase recruitment expenses, and reduce overall morale within the organisation. The cost of replacing a valued team member far outweighs the time spent on providing regular, positive feedback.
Impact on Team Dynamics and Culture: A lack of feedback can lead to a lack of accountability and transparency. Teams may struggle to collaborate effectively when individuals don’t know where they stand or how they can improve. A culture that lacks regular feedback can foster misunderstandings, decrease morale, and create a negative work environment.
Building a Feedback-Positive Culture
Creating a feedback-rich environment isn’t just about improving individual performance; it’s about fostering a culture of respect, trust, and shared goals. By committing to regular, meaningful feedback exchanges, leaders can strengthen team bonds, support employee growth, and drive better results. Positive, constructive feedback is essential for developing a high-performing team that feels valued, understood, and empowered.
For business leaders in New Zealand, adopting a feedback-first mindset can transform their teams into collaborative, motivated, and resilient groups that thrive under pressure. By delivering feedback that is specific, actionable, and caring, leaders can help their people grow and succeed, building a workplace culture that values both excellence and empathy.
A commitment to frequent feedback is, in essence, a commitment to the long-term success of both employees and the organisation as a whole.
If the leaders in your organisation would like help with learning to give feedback with skill and confidence, I can help! Contact me to discuss options.