In this episode, Karen Kirton explores how to implement structured feedback in your organization—not just through formal performance reviews, but in everyday interactions that shape engagement and productivity. Research consistently shows that employees crave regular, constructive feedback, yet many organizations struggle to create a culture where feedback is both consistent and meaningful.

In today’s episode, you will learn about:

• Why structured feedback is crucial, with studies showing that highly engaged employees receive feedback at least once a week.
• Why feedback doesn’t happen consistently, including the common discomfort managers feel when giving both negative and positive feedback.
• The science behind receiving feedback, including the concept of the amygdala hijack, where negative feedback triggers the same pain response in the brain as physical injury.
• How to structure effective feedback using the SIA model (Situation, Impact, Action), with practical examples for giving both constructive and positive feedback.
• How to reduce defensive reactions by priming employees before delivering difficult feedback, using permissive language such as, “I have some feedback that may be hard to hear—is now a good time?”.
• The importance of balancing positive and negative feedback, ensuring employees feel valued and recognized, rather than disengaged or demotivated.
• How vague praise (“great job!”) is ineffective, and why specific, meaningful recognition leads to higher engagement and performance.
• Recommended resources to improve feedback culture, including books such as Radical Candor, Fierce Conversations, and Dare to Lead, each offering a structured approach to enhancing feedback in the workplace.

This episode provides practical strategies for leaders and business owners looking to create a workplace culture where structured feedback leads to higher engagement, productivity, and retention.

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