How to Get More Honest Feedback From Your Team

If you’ve ever struggled with asking for or receiving feedback, you’re not alone. In this episode I discuss the challenges and strategies of building a culture of feedback. From my own leadership lessons to actionable steps for fostering authentic input, I share why feedback is the cornerstone of great leadership and team success.

What You’ll Hear in This Episode:

[2:15] Why feedback is essential for leaders and teams.

[7:30] The lessons Jackie learned from receiving tough feedback early in her career.

[14:00] How to ask specific questions to get actionable feedback.

[19:45] Why leaders must create a safe environment for feedback and address power dynamics.

[25:20] Techniques for giving and receiving feedback without defensiveness.

[30:00] How to train your team to give and receive feedback effectively.

Where to Tune In:

Listen on Apple: HERE

Listen on Spotify: HERE

You can find the show anywhere else you listen to podcasts

Stay Connected:

Connect with me on LinkedIn: Jackie Koch

Visit my website: peopleprinciples.co

Read Instead:

Feedback. Whether it’s the awkward silence after you ask for input or the sting of hearing something you weren’t prepared for, feedback can feel like an emotional minefield. But here’s the thing: creating a culture where feedback flows freely might just be the most powerful leadership tool at your disposal.

Why? Because honest feedback doesn’t just help you grow as a leader; it strengthens your team, fosters trust, and drives business results. Yet, most leaders struggle to get feedback right—not because they don’t want it, but because it’s uncomfortable.

So, how do you overcome the awkwardness and build a feedback culture your team will embrace? Let’s dive into why feedback is a game-changer, what makes it so challenging, and practical steps you can take to create a workplace where honest conversations thrive.

Why Feedback Is Non-Negotiable for Great Leaders

Let’s start with the obvious: feedback makes you a better leader. Even the best leaders have blind spots—behaviors or habits they don’t realize are holding them back. Feedback is the flashlight that illuminates those areas, giving you a chance to improve. Without it, you’re leading in the dark, relying on guesswork and assumptions.

But feedback isn’t just about self-improvement. It strengthens your team and, ultimately, your business. When team members feel safe sharing honest input, trust builds. Communication flows more easily. Misunderstandings and drama are replaced with clarity and collaboration. And when employees trust each other (and you), their engagement and creativity skyrocket.

Still not convinced? Here’s the kicker: businesses that foster open communication outperform those that don’t. Better ideas, fewer mistakes, and stronger client relationships are just a few of the perks that come with a feedback-rich culture.

The Hard Truth About Feedback

Here’s the thing no one tells you: feedback isn’t supposed to be easy. It’s vulnerable and uncomfortable—for the giver and the receiver. But avoiding it doesn’t solve the problem.

Maybe you’ve been there: You think everything’s fine because no one’s complaining, only to be blindsided by an issue that’s been brewing for months. Or you finally ask for feedback, but it’s either too polite to be helpful or downright harsh.

The real challenge is learning to separate intention from impact. As leaders, we often judge ourselves by our intentions—what we meant to say or do. But your team experiences the impact, and sometimes, the two don’t match. Great leaders close that gap by listening, adjusting, and staying open—even when the feedback stings.

How to Build a Feedback Culture

Start with Self-Awareness

Let’s face it: most of us don’t love criticism. But if you want your team to share honest input, you have to lead by example. Reflect on how you typically react to feedback. Are you defensive, or do you approach it with curiosity? The more open and curious you are, the more comfortable your team will feel sharing.

Ask Better Questions

• “Do you have any feedback for me?” is a dead-end question. Be specific instead:

• “What’s one thing I could do differently to make your job easier?”

• “Is there anything I’m doing that slows you down?”

Specific questions lead to actionable answers, and they show you’re serious about improving.

Address the Power Dynamic

Here’s the reality: giving feedback to your boss is intimidating. Acknowledge it upfront. Try saying, “I know it might feel risky to share feedback with me, but it’s the only way I can grow.” Then, mean it.

Act on Feedback (When It Makes Sense)

Acting on every suggestion isn’t realistic—or even wise. But acknowledging feedback goes a long way. If you’re not making a change, explain why. For example: “I appreciate your input on XYZ, but I’ve decided to go a different route because ABC.” Transparency builds trust.

Train Your Team

Feedback isn’t just a skill for leaders; it’s one your entire team needs. Host workshops or share resources on how to give and receive feedback effectively. When everyone speaks the same feedback “language,” conversations become more productive.

What to Do When Feedback Stings

Not all feedback will sit well with you—and that’s okay. The key is to resist defensiveness. Instead, acknowledge the perspective: “I hadn’t thought about it that way, but I’m glad you shared.”

And here’s the tough part: sometimes you’ll have to be okay with being misunderstood. Your intention might be pure, but if the impact doesn’t align, it’s worth reflecting on how you can adjust.

The good news? You don’t have to act on every piece of feedback to show you’re listening. Sometimes, a simple acknowledgment is enough.

Building a culture of feedback isn’t just about improving your leadership—it’s about creating a workplace where trust, transparency, and collaboration thrive. When feedback flows freely, your team grows stronger, and your business reaps the benefits.

Ready to take the first step? Start by asking your team for feedback today. And if you want more actionable advice, tune in to the full episode of World’s Greatest Boss. Because great leadership starts with great conversations.

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