The power of employee feedback: Building a stronger team

This blog is written by Brent Rowe, Head of Revenue at Bloom Growth. Read his full bio below.

Feedback isn’t just a nice-to-have—it’s essential. It fuels growth, shapes culture, and aligns individuals with team goals. At Bloom Growth, we believe consistent and thoughtful feedback transforms teams from good to great.

In this blog, we’ll explore how meaningful feedback impacts team success, common mistakes leaders make while giving feedback, and practical strategies to build a stronger, more collaborative workforce.

1. Why feedback matters more than ever
2. The impact of employee feedback on team success
   1. Boosts motivation and morale
   2. Encourages innovation and problem-solving
   3. Reduces misunderstandings and misalignment
   4. Strengthens trust and team cohesion
   5. Creates a skilled workforce
3. Common mistakes managers make while giving feedback
   1. Providing only negative feedback—or positive
   2. Giving vague or unclear feedback
   3. Failing to listen to the employee’s perspective
   4. Waiting too long to give feedback
   5. Failing to follow up
4. Building a stronger feedback loop with the right tools

Why feedback matters more than ever

Imagine working in an environment where you have no idea how you’re performing. No recognition for your hard work and no guidance for improvement. You just work—silently. Frustrating, right? That’s exactly how employees feel when feedback is missing in the workplace.

Employee feedback is more than just communication. It’s a powerful catalyst for growth, motivation, and team success.

In a study by Zippia, 69% of employees said they would work harder if they felt their efforts were being recognized through feedback. Yet, many managers avoid giving feedback, and when they do, it’s often inconsistent or vague.

Throughout my leadership journey, including my work at Bloom Growth, I’ve aimed to balance structured feedback with real and human connections—something I’ve learned through Radical Candor and The Humanized Leader.

Now let’s explore how meaningful feedback impacts team success, common mistakes leaders make while giving feedback, and practical strategies to build a stronger, more collaborative workforce.

The impact of employee feedback on team success

Regular feedback is a powerful way of shaping a high-performing team. It drives motivation, sparks innovation, strengthens trust, and ensures everyone is aligned with company goals. Here’s how employee feedback directly impacts team success:

Boosts motivation and morale

Positive feedback can be a powerful morale and motivation booster. When employees know their contributions are acknowledged and their efforts make a difference, they are more likely to stay motivated and maintain high levels of performance.

As Radical Candor emphasizes, balancing praise and constructive feedback keeps teams engaged while ensuring they don’t feel like they’re walking on eggshells.

Encourages innovation and problem-solving

A feedback-rich environment promotes creativity and empowers employees to think outside the box. When team members receive feedback, they gain clarity on what’s working and what needs improvement.

This insight encourages them to explore new ideas and develop innovative solutions without the fear of failure. As The Humanized Leader points out, fostering psychological safety is key—employees need to know they won’t be punished for taking calculated risks.

Reduces misunderstandings and misalignment

Regular feedback ensures that employees understand what the organization expects from them and what their responsibilities are. When expectations are clearly communicated, there is less scope for misunderstanding, and employees can align their efforts with the company’s goals with minimal risk of confusion.

Following Radical Candor’s approach, the best leaders don’t just dictate expectations; they check in regularly and adjust based on employee insights.

Strengthens trust and team cohesion

Feedback plays a crucial role in building trust among team members. When you provide honest feedback, it fosters a culture of openness and safety.

Employees feel comfortable sharing their thoughts, addressing concerns, and seeking guidance without fear of criticism. The Humanized Leader stresses that trust is built through vulnerability.

Creates a skilled workforce

A team that consistently receives and applies feedback always stays ahead of its competitors. Feedback serves as a powerful learning tool, helping employees recognize their strengths, work on their weaknesses, and develop new skills.

Radical Candor highlights that the best feedback is immediate and actionable—employees can only grow if they know exactly what needs improvement and how to fix it.

Real-world example

In one of my recent Quarterly Conversations, I met with a direct report over Zoom for what became a true coaching session—not just a review of their performance. Instead, it was a chance to really connect on where they were, where they wanted to go, and how I could support them.

 

We started by walking through their roles and responsibilities. Instead of reading them off, I asked them to share where they felt strongest and where they saw room for growth.

 

It opened up a great dialogue. They were honest about feeling stretched thin in a few areas that weren’t a natural fit, which gave us the chance to realign that focus around their strengths—especially around deepening key relationships.

 

Together, we were able to map out three specific action steps tied to their goals, with clear timelines and support along the way.

 

It wasn’t a top-down conversation; it was a collaboration. They left with a renewed sense of ownership, and I left with even greater clarity on how to coach them to the next level.

Common mistakes managers make while giving feedback

I’ve found that for feedback to be effective, you need to be timely, specific, balanced, and open to dialogue. Here are some of the most common pitfalls managers should avoid while giving feedback:

Providing only negative feedback—or positive

Striving to balance negative and positive feedback will show your team the areas in which they are performing the best and help them identify areas for improvement. Radical Candor calls this the difference between ruinous empathy (only giving praise) and obnoxious aggression (only focusing on flaws). Aim for a balance where employees feel both supported and challenged.

Giving vague or unclear feedback

Vague or generalized feedback leaves employees feeling uncertain, often leading to repeated mistakes. For example, saying “improve the next time” doesn’t help employees understand what to improve. Instead, you can be specific: “Next time, ensure your work is clear and all details are marked.” Following Radical Candor, the key is clarity over politeness—your team would rather hear direct, useful feedback than guess what you mean.

Failing to listen to the employee’s perspective

When feedback is a one-way street, employees may feel unheard or undervalued. Instead of simply giving them feedback, take the time to ask open-ended questions like, “How do you feel about this process?” or “What challenges are you facing?” The Humanized Leader emphasizes that leaders must listen actively.

Waiting too long to give feedback

Feedback loses its effectiveness and significance if you wait too long to provide it. It’s crucial to concentrate on providing continuous feedback rather than waiting for quarterly or annual meetings. The sooner they get feedback, the faster they will apply the suggestions and improve their performance. This aligns with Radical Candor’s principle: Feedback should be immediate and informal whenever possible.

Failing to follow up

Most leaders avoid following up after giving feedback. That can be a reason why your team members may lose motivation and ignore your suggestions. They might also struggle to implement changes without further guidance or encouragement. The best leaders, as The Humanized Leader points out, reinforce a growth mindset—feedback isn’t a one-time event; it’s part of an ongoing conversation.

Real-world example

One of the most meaningful experiences I’ve had was during a feedback session in the car with one of my sales reps who had been visiting key accounts in the field.

 

After reviewing their sales process in real time, I was able to share specific observations on where they excelled, including building genuine rapport, showing curiosity about the customers needs, and identifying hidden opportunities.

 

I also was able to provide constructive feedback on areas for improvement, like tightening up follow-up timelines and tailoring pitches more closely to the client.

 

What made the conversation especially impactful was that it wasn’t just one-way. Instead, my rep shared their perspective on how leadership could better support the team, pointing out opportunities for more streamlined communication and faster access to updated sell sheets and resources to help them close.

 

With feedback provided the right way—clear and direct—we opened the door to a deeper conversation.

 

And that’s when it became a true dialogue, strengthening not only my reps individual performance but our overall team culture.

Building a stronger feedback loop with the right tools

A good feedback loop isn’t just about conversations—it can also involve the right software support. Platforms like Bloom Growth, Monday, and Proofhub can help streamline feedback processes, keeping everything in one place.

However, most task management software isn’t fully focused on employee development, so it’s important to balance structured feedback tools with genuine, in-person conversations that drive personal and professional growth.

Conclusion

So in closing, I’d encourage you to avoid these common mistakes, listen actively, and ensure feedback is an ongoing conversation. During my time at Bloom Growth, I’ve actively worked to reflect these principles.

Remember, feedback allows you to enhance the performance of your team. It will boost confidence, encourage creativity, and strengthen team cohesion. Leaders who master the art of feedback create teams that are motivated, engaged, and always improving. 

If you’re looking to do the same, start small—make feedback a habit (not an event) and always aim for clarity, care, and consistency. And, by integrating structured feedback tools with human-centered leadership, we create an environment where our teams thrive.