The Power of Constructive Feedback in Organizational Culture

The world of work is at, yet another, inflection point. With whiplash-inducing culture changes, priority shifts, and a tense job market keeping everyone holding on to whatever stability they can find, things are feeling…on edge. While it may feel like the last thing someone wants to do when their job is feeling tenuous, the importance of learning how to effectively give and receive constructive feedback may be the key to working through this tension until we are on more solid ground.

With workforce ebbs and flows, it is common for someone to be doing the job of more than one person, stretching both their skillset and their bandwidth. It is also the new norm to “do more with less,” as economic instability rocks organizations and budgets. Through all of this it would be naïve to ignore the impact this is having on cultures in organizations everywhere, and one of the important elements of navigating this tense new reality is learning how to have honest conversations about performance, team dynamics, workloads, and more.

Constructive feedback is a cornerstone of healthy, engaged, and resilient workplace cultures and Wiley Workplace Intelligence set out to learn more about how individuals and organizations navigate these important conversations and their impact on engagement.

We surveyed 2,000 individuals and found a significant connection between how often people receive constructive feedback and how supported they feel, as well as how often feedback turns into actionable improvement.

The Feedback Disconnect

Employees who receive weekly feedback are more likely to feel supported by their managers. This could be for many reasons, but it’s important to note that consistent communication fosters trust, clarity, and a sense of being valued. Regular feedback allows employees to quickly adjust their performance, celebrate small wins, and feel recognized for their efforts. In contrast, annual feedback can feel impersonal and disconnected, often missing timely opportunities for encouragement or course correction, which may lead employees to feel unsupported.

The more frequently feedback is given, the more trust is established, and progress can be made towards goals, whether it be project deliverables or building new skills. Our research showed that 53% of those surveyed said that weekly feedback leads to clear and actionable improvement which is imperative in this quickly evolving climate.

Culture and Constructive Feedback

Regular, constructive feedback is a vital driver of trust and psychological safety. When feedback is offered consistently it signals to employees that their contributions are noticed and valued – a huge morale boost when things are tense. This steady stream of communication fosters an environment where people feel safe to speak up, ask questions, and take initiative without fear of judgment. It creates a workplace culture where challenges are addressed in real time, successes are acknowledged, and individuals are empowered to grow through ongoing support and clear expectations. All of these elements improve culture overall, even when things are challenging.

Equally important is the ability to tailor feedback to the diverse personality styles that exist within any team. Some individuals may respond best to direct, action-oriented feedback, while others may benefit more from a relational, thoughtful approach with space to process their feelings about what is going on in their organization. Recognizing and adapting to these differences helps ensure that feedback is received as intended: constructive rather than critical. This not only encourages continuous learning and development but also strengthens a culture of accountability and mutual respect. When feedback is both regular and personalized, it becomes a tool for growth, connection, and sustained team performance.

Stress Continues to be Pervasive

Over the last month 96% of people surveyed continued to report high levels of stress, and manager stress levels specifically have increased even further from 6.5/10 to 7/10. This indicates that the ongoing instability impacting organizations continues to drive higher than normal stress levels.

While there are many ways organizations can help alleviate some of this, creating a culture of honest conversations and constructive feedback can be one way to improve cohesion during an otherwise difficult time. Focusing on improving relationships and inspiring personal and professional growth through constructive feedback can boost connectedness and trust.

The Manager’s Mindset: Training Makes the Difference

When it comes to shaping a positive organizational culture, the ability of managers to give constructive feedback is crucial—and training is what makes the real difference. Trained managers are significantly more effective at preparing feedback conversations, adapting their approach to individual team members, and ultimately driving performance improvements. They understand that feedback isn’t just a box to check; it’s a strategic tool that can strengthen relationships, clarify expectations, and fuel professional growth. Their confidence comes not just from experience, but from having been equipped with the right techniques and mindsets to navigate even the most delicate conversations.

On the other hand, untrained managers may struggle to feel confident approaching these conversations. While many recognize the importance of giving feedback, they frequently express a need for practical tips, hands-on training, and coaching to feel more assured in their approach. Without this support, feedback can become inconsistent, ineffective, or even damaging—eroding trust and disengaging employees. A well-trained manager doesn't just deliver feedback, they help build the foundation for a thriving, high-performing workplace.

How to Create a Feedback-Positive Culture

There are actionable strategies organizations can promote in order to increase comfort around giving and receiving constructive feedback.

Providing regular feedback at every level in an organization is not just a performance tool, it is a cultural one as well. These conversations have the power to not only help your people achieve results but build honesty and promote growth in turbulent times.

Wiley’s suite of professional solutions provides a structure and common language to help empower entire organizations with the skills needed to get to the next level. From building better teams with The Five Behaviors^®, and improving understanding to create engaged, collaborative, and adaptive cultures with Everything DiSC^® on Catalyst, helping you make confident hiring decisions with PXT Select^®, or unlocking the power of leadership at every level with The Leadership Challenge^®, Wiley has innovative solutions that help make the workplace a better place.

Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.