Why Most Feedback Fails – And What You Can Do About It

Explore why most feedback fails and actionable tips to make it stick, driving results and growth in your professional life.

Why Most Feedback Fails – And What You Can Do About It

“Feedback is the breakfast of champions.”
— Ken Blanchard

But what if breakfast gets cold, stale, or even worse, goes straight to the trash? Feedback—despite its reputation as a tool for improvement—often falls flat. So, why is it that so many professionals and managers struggle to deliver feedback effectively? And why do most employees fail to benefit from it?

With over 30 years of experience in multinational corporations, I’ve seen firsthand how feedback can be a game-changer for individual and team growth, but only if it's delivered and received properly. Unfortunately, in too many cases, feedback either doesn't stick or, worse, is completely ignored.

Let's unpack why feedback fails, the common pitfalls that make it ineffective, and—most importantly—how you, as a young professional, can fix it and make feedback work for you.

Why Does Feedback Fail?

Feedback often gets a bad rap. It’s one of the most misused tools in the workplace, and here’s why:

Vague Feedback
Feedback that’s vague, like “Do better” or “Improve your attitude,” leaves employees scratching their heads. What does “better” mean? What exactly needs to change? Without specific, actionable suggestions, feedback doesn’t guide improvement—it just confuses.
Too Much, Too Fast
Giving too much feedback all at once is overwhelming. It’s like drowning someone in a sea of criticism without offering a life raft. When feedback is piled on too quickly, employees become defensive, tuned out, or simply shut down. It’s hard to process a dozen things at once, especially when it feels like a personal attack.
Lack of Follow-Through
Giving feedback without tracking progress is like telling someone to run a marathon without giving them shoes. It’s not enough to just talk the talk; you need to walk the walk. Without regular follow-ups or actionable goals, feedback becomes just noise.
The Praise Sandwich
The praise sandwich—a technique where feedback is given in a format of “praise, criticism, praise”—often feels forced and insincere. While the intention is to cushion the negative feedback, it can lead to employees tuning out the praise and focusing solely on the criticism, or worse, dismissing the feedback altogether as a manipulative tactic.
Lack of Emotional Intelligence
Feedback isn’t just about the words; it’s about how you deliver them. If you’re too blunt, critical, or fail to consider the person’s feelings, feedback can come across as an attack, causing emotional damage and resentment. Emotional intelligence plays a huge role in ensuring that feedback is constructive and not destructive.
No Clear Expectations or Goals
Providing feedback without clear expectations or a roadmap for improvement leaves employees in the dark. Without clear goals or a vision for the next steps, feedback becomes an isolated comment rather than a part of a continuous learning process.

The Importance of Feedback in the Modern Workplace

Feedback is arguably the most powerful tool for growth—both for individuals and teams. According to a Gallup report, employees who receive regular feedback are 3.5 times more likely to be engaged in their work. That means feedback isn’t just nice to have; it’s critical to keeping employees motivated, productive, and aligned with the organization’s goals.

But not all feedback is created equal. The current trend emphasizes continuous feedback rather than the traditional annual review. With the rise of agile workplaces and remote teams, the emphasis is on feedback that is timely, specific, and actionable. Employees are no longer waiting for annual evaluations—they want feedback now. And they want it to be clear, useful, and constructive.

The Common Feedback Pitfalls to Avoid

Making It Personal
Feedback should always focus on the behavior, not the person. Attacking someone’s character—such as saying “You’re lazy” or “You never take initiative”—doesn’t motivate change. Instead, focus on specific actions: “I noticed you missed the deadline on X project. How can we improve the timeline for the next task?”
Feedback Without Solutions
Criticizing without offering a solution or alternative approach can feel demoralizing. Constructive feedback should always come with actionable steps for improvement. Instead of just pointing out flaws, guide the individual toward better ways to handle the situation next time.
Not Creating a Safe Environment for Feedback
In many organizations, feedback is one-way—typically from managers to employees. But feedback should be a two-way street. Encourage open dialogue and let employees feel safe to provide feedback to you as well. A culture of trust and open communication enhances feedback efficacy.

How to Make Feedback Stick and Drive Results

Be Specific and Actionable
The more specific you are, the more likely the feedback will lead to change. Instead of saying, “You need to speak more confidently in meetings,” try, “I noticed in the last meeting that you seemed unsure when presenting your ideas. Next time, try to speak more clearly and focus on your key points.” This gives the person something tangible to work on.
Give Feedback in Real Time
The best feedback is given when it’s fresh. Don’t wait for the annual review to point out issues. If something isn’t right, address it right away. Timely feedback makes it easier to connect the behavior to the outcome and ensures the feedback is relevant.
Balance Praise with Constructive Criticism
While praise is important, it’s critical that it doesn’t overshadow constructive feedback. If all you give is praise, employees might feel complacent. But if all you give is criticism, morale will plummet. Strive for a balance that acknowledges achievements while highlighting areas for improvement.
Make It a Two-Way Conversation
Feedback is most effective when it’s collaborative. Ask questions like, “How do you feel about your progress on this project?” or “Is there anything you need to succeed?” Involving the recipient in the feedback process gives them ownership of their development and makes them more receptive to the feedback.
Follow Up
Don’t let feedback be a one-off conversation. Schedule follow-up meetings to track progress, reassess goals, and keep the momentum going. This shows your commitment to their growth and holds them accountable for improvement.
Be Empathetic and Emotionally Intelligent
Always consider the recipient’s emotional state when giving feedback. People are more likely to accept feedback when they feel respected, understood, and supported. Practice active listening, and provide feedback in a calm and constructive manner.

The Controversial Truth: Feedback Is a Skill, Not a Given

Here’s where the discussion gets interesting: Not everyone is cut out to give or receive feedback effectively. In fact, poor feedback delivery often has more to do with the giver’s lack of skills or emotional intelligence than the recipient’s ability to handle it. Managers and leaders need to be trained in how to deliver feedback that is both constructive and motivating.

Furthermore, not all feedback is beneficial. In fact, feedback can sometimes be counterproductive if it’s based on subjective opinions rather than objective data. This is why feedback must be backed by facts and actionable goals.

Conclusion: Feedback Isn’t Just a Buzzword – It’s a Game Changer

If feedback is given correctly, it can be the catalyst for incredible growth and transformation. But if mishandled, it can do more harm than good. It’s time for professionals and managers alike to step up their game and make feedback work for them, not against them.

So, here’s the question: What’s the worst feedback you’ve ever received, and how did you handle it? What changes would you make to the feedback process to make it more effective? Let’s hear your thoughts!

Categories: : Elevate _ Professional