I still remember one of my earlier performance appraisals. I walked in expecting a conversation about scores, ratings, and checkboxes. But that day, my supervisor’s words changed how I viewed feedback forever.
Until then, I thought feedback was just part of the performance review ritual, a grading exercise. But that discussion helped me realise something powerful: feedback isn’t a grading tool; it’s a growth tool. Unfortunately, many of us focus on the grades and miss out on the growth. I can confidently tell you when you focus on it as a growth tool the grades will also speak.
Over the years, I’ve learned how valuable feedback can be when approached with the right mindset:
1. Clarifying expectations:
Sometimes what we think is expected differs from what’s actually expected. Open feedback has helped me align better with my supervisors and colleagues, ensuring we all move in the same direction.
2. Seeing through others’ eyes:
We all have blind spots. Feedback gives us a mirror, a way to understand how others experience our work and interactions. That perspective has shaped how I show up every day.
3. Building awareness:
Honest feedback has helped me see both my strengths and areas for improvement. It’s allowed me to build on what I do well and work intentionally on what needs refinement.
But for feedback to truly create impact, it must be clear, specific, and timely and come from a place of genuine intent to help the other person grow. I once received end-of-year feedback summarized into I “wasn’t visible.” While it sounded harmless and came from a place of wanting to help, it wasn’t very useful. What did “visible” mean? Was it about participation, leadership, or presence? And why wait till year-end to say it? Feedback without clarity, timeliness, or action points becomes frustration, not fuel for growth.
Good feedback however focuses on observable behaviours, not personal traits. It invites dialogue, not defensiveness. It should end with actionable next steps and be followed up with support. That’s how feedback becomes a continuous improvement tool, not a once-a-year event.
As leaders, we must nurture a culture where giving and receiving feedback becomes part of our daily routine, not just a performance season ritual. So as we approach this review period, I encourage everyone whether giving or receiving feedback to approach it as a conversation for growth, not a verdict because that is where real development begins.
Have a fantastic weekend ahead and see you on the next one!
