A feedback culture makes it normal to discuss the effect of work and behavior in time for people to improve. It requires trust that feedback will be specific, fair and followed by a chance to respond.
Describe an observed action and its impact instead of labeling the person. Ask about context and agree on the change needed. Managers should request feedback on their own work and show how they use it.
Follow up on agreed actions and recognize improvement. Provide a separate route for serious concerns that should not be handled as ordinary coaching. Review whether employees can raise issues without informal penalties.
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