Fifteen Ways to Weave Feedback Into Your Organisation

Embedding Feedback Into Your Everyday Systems

When feedback is treated as an occasional event—saved for appraisals, or avoided until a crisis—leaders miss out on one of the most powerful drivers of performance, trust, and connection.

To create a truly Feedback Fit organisation, feedback needs to be more than a conversation. It needs to be embedded into the systems and rituals that shape your workplace culture.

Here are fifteen practical ways to make feedback part of your everyday:

Build It Into Values & Capabilities

1. Organisational Values: Name feedback explicitly in your organisational values (especially around learning and continuous improvement).
   

2. Leadership Capability Framework: Include feedback in your Leadership Capability Framework as it is essential for growth, coaching, and development.

Start at Recruitment & Induction

1. Position Description: Include specific expectations around feedback in role descriptions. 
   

2. Interview Questions: Ask candidates: “What’s important to you about feedback?” 
   

3. Referee Checks: Ask referees, “How do they respond to feedback?”
   

4. Induction: Include a Warm Up Conversation in the first weeks of employment so new starters know feedback is part of how you work.

Keep Feedback Alive in Daily Practice

1. One-on-Ones & Supervision: Add Feedback Conversations as a standing agenda item.
   

2. Team Meetings: Build feedback into templates and keep it on the agenda.
   

3. Morning Huddles:  Highlight examples of useful feedback alongside acknowledgements and celebrations.
   

4. Gratitude Boards: Demonstrate examples of Acknowledgement feedback by recognising, valuing and counting achievements, effort and incremental progress.

Make Feedback Visible in Systems

1. Quality Standards: Check which standards rely on evidence of feedback—and set up systems to capture it.
   

2. Higher Duties: Make feedback a clear part of acting-up procedures, especially after the higher duties have been completed.
   

3. Performance Cycles: Schedule Warm Up Conversations before appraisals and Cool Down Conversations afterwards.
   

4. Exit Interviews: Ask about feedback—confirm who will collate this feedback and how it will be used by the organisation for improvement.

5. Employee Engagement Surveys: Ensure these are capturing useful and actionable feedback that is implemented and reported upon where appropriate.

The message is simple: when feedback is part of your systems, it becomes part of your culture. It shifts from being avoided or delayed, to being natural, valued, and trusted.

👉 Ready to build a Feedback Fit culture in your workplace?
Explore Sue’s programs: Feedback Fitness Workshops | 1:1 Feedback Coaching for Leaders