Feedback Flops: Why what you say doesn’t stick

Does your feedback lead to change?

What if everything you know about feedback is wrong? We often think of feedback as a routine workplace necessity—something to be delivered in performance reviews, carefully packaged with compliments, or reserved for fixing problems. But what if these common practices are holding people back rather than helping them grow?

Feedback isn’t just about giving advice—it’s about creating insight, ownership, and real change. Yet, many leaders and teams unknowingly fall into feedback traps that make it ineffective, or worse, counterproductive. Before you assume you’re doing it right, let’s uncover five myths about feedback that could be limiting performance and growth.

Myth #1 – Feedback is just criticism.

Many people associate feedback with pointing out mistakes, making it something to be feared.

Reality: The best feedback is balanced, future-focused, and highlights strengths as well as areas for improvement. It’s not about correction—it’s about growth.

Myth #2 – Feedback should only come from managers.

If leaders are the only ones giving feedback, organizations miss out on valuable insights.

Reality: The best workplaces create a culture of feedback where peers, employees, and even customers contribute to learning and growth.

Myth #3 – People will act on feedback if you just tell them what to do.

Leaders often assume that delivering feedback automatically leads to improvement.

Reality: People only change when they internalize feedback, see its relevance, and take ownership of the solution. Asking the right questions (spoiler, we will share more next week) is far more effective than just telling people what to do.

Myth #4 – Feedback should begin and end with something positive (the sandwich method).

The idea that feedback should always start and end with a compliment can make it feel forced or inauthentic.

Reality: Feedback should be specific, honest, and actionable—not a predictable formula. People respond better to genuine, direct conversations rather than rehearsed scripts.

Myth #5 – Feedback is only for fixing problems.

Some leaders only give feedback when something is wrong, leading employees to associate it with failure.

Reality: Everyone benefits from feedback—not just struggling employees. The most effective feedback helps reinforce strengths, encourage progress, and develop leadership and communication skills.

If feedback isn’t driving insight, ownership, and action, it’s not working. True feedback fuels continuous learning, engagement, and high performance—but only when it’s given the right way. Next week we will share a powerful method that transformed the feedback approach for an executive we’re working with.

ACTION:

Reflect on your mindset about feedback and assess whether you need to shift your reality.

Feedback is the breakfast of champions.

Ken Blanchard