Feedback is a moment of truth.
Handled well, it can deepen trust and unlock performance.
Handled poorly, it can shut down communication for weeks—or longer.
But what separates a feedback conversation that builds trust from one that chips away at it?
It’s not just what you say. It’s how you enter the room.
1. Clarity before content
Trust begins before the conversation starts.
A good manager clarifies why feedback is happening. Is this about growth? A change in expectations? A pattern that needs to shift?
Ambiguity breeds defensiveness. Clarity invites collaboration.
Instead of:
“Can we talk about what happened?”
Try:
“I wanted to share some thoughts on how the handoff with Team B went—and get your view too.”
2. Signals of safety
Tone and body language matter more than we admit.
So do your opening lines.
Do you sound like you’re evaluating—or supporting?
Do you make space for the other person’s perspective?
Trust builds when people feel they’re not being cornered.
3. Balance insight with invitation
The most powerful feedback isn’t a monologue—it’s a dialogue.
Yes, name what you observed. But follow it with a genuine question.
“I noticed the timeline slipped again. I imagine there’s more to the story—can you walk me through what’s been happening?”
It’s not just feedback. It’s information exchange.
4. Focus on patterns, not personality
Trust erodes when feedback feels like a judgment on who someone is rather than what they did.
Instead of saying:
“You’re not proactive enough.”
Say:
“I’ve noticed a few situations where others had to chase for updates. How can we get ahead of that?”
Frame feedback around observable behavior and future action—not character.
5. End with shared ownership
Feedback that builds trust leaves people feeling part of the solution, not just part of the problem.
Ask:
- What would support look like?
- What can we do differently together?
- How will we know this is working?
It’s not about assigning blame. It’s about reinforcing partnership.
The conversations we avoid often matter the most.
But when approached with empathy, clarity, and shared purpose, feedback becomes more than a correction tool—it becomes a trust-building habit.
At Libra, we believe feedback should be less about judgment, more about progress—and we’re building tools to help managers practice it with confidence.
Wanna read more? Follow this link for an article on why giving feedback is hard:
https://makegreatworkvisible.com/why-feedback-is-hard/