Feedback isn’t about pointing out flaws—it’s about unlocking potential.
Years ago, after an exhausting day, a senior team member walked into my office. They hesitated for a moment, then said, “Rupesh, there’s something I believe could help you lead better.”
That sentence hit harder than I expected. Not because it was critical, but because it was honest. What followed wasn’t a list of faults—it was clarity. They didn’t just tell me what I needed to improve; they told me why and how.
I walked away from that conversation not feeling criticized, but empowered.
Feedback often carries a negative undertone, doesn’t it? It feels like someone is pointing out everything we’ve done wrong. But real, constructive feedback isn’t about breaking you down—it’s about building you up.
And whether you’re giving or receiving it, how you approach feedback makes all the difference.
Feedback is a Skill, Not an Obligation
Here’s what I’ve learned: Good feedback doesn’t just highlight a problem—it creates clarity and offers a way forward.
If you’re giving feedback, make it:
If you’re receiving feedback:
Feedback is like a good GPS—it doesn’t just point out a wrong turn, it recalculates the route.
CEOs Need Feedback the Most
Here’s a truth no one tells you about leadership: The higher up you go, the harder it becomes to hear honest feedback.
People hesitate. They sugarcoat. They stay silent.
At Ergode, we introduced anonymous feedback surveys. And let me tell you, those responses? They sting sometimes. But they’re also some of the most valuable insights I’ve ever received.
Because growth doesn’t come from comfort—it comes from those moments of discomfort, where you realize you could do better.
Feedback Without Action Is Just Noise
Feedback that isn’t acted upon is like a promise left unfulfilled.
I’ve seen teams become disengaged when their feedback goes nowhere. So when I hear recurring themes—like meetings feeling too long or communication gaps—I make it a priority to act on them and share back the changes we’ve made.
But here’s where technology has made this easier than ever. Tools powered by AI can now track feedback, organize recurring themes, and even suggest actionable next steps.
For instance, at Ergode, we’ve started using AI tools to:
It’s like having an extra brain dedicated solely to feedback follow-through.
Action closes the feedback loop. And when your team sees their insights driving real change—with visible progress tracked seamlessly—trust grows.
The result? Feedback doesn’t just stay in a notebook; it becomes a driver for growth.
Make Feedback Part of Your Culture, Not a Quarterly Event
If feedback only happens in formal reviews, it’s too late.
At Ergode, some of the most impactful feedback moments have happened casually—during hallway conversations, quick coffee chats, or after project reviews.
It’s not about having a ‘feedback session.’ It’s about building a culture where feedback feels safe, natural, and—most importantly—helpful.
The Takeaway: Feedback is a Gift, Not a Critique
I still think about that conversation with my team members. It could have been awkward. It could have been defensive. But instead, it became a turning point.
Whether you’re giving feedback or receiving it, approach it with curiosity, respect, and intention.
Because feedback isn’t about catching mistakes—it’s about catching opportunities for growth.
So the next time someone offers you feedback, pause, listen, and ask yourself: “What can I learn from this?”
And then—most importantly—act on it.
Regards,
Rupesh
