By: Janifer Wheeler, The JOYFull BadAss
Discover 5 actionable tips for giving effective feedback to build a #JOYFullWorkplace, foster an inclusive learning culture, and drive continuous improvement in your small business.
Feedback. Just the word can make people squirm. But guess what? If you’re steering a business, especially a small one with big goals, feedback isn’t an option—it’s your backbone. Done the right way, it’s not just an HR box to check but a straight-up game changer for cultivating JOYFull workplaces, driving Continuous Cultural Improvement™️, and building an inclusive learning culture.
This isn’t just fluff. Effective feedback can create a workplace where people actually want to be, where innovation happens, and where cultural improvement is part of the everyday routine—not just a poster on the breakroom wall.
Over the years, I’ve provided feedback to countless kids, families, and colleagues in both public education and small business administration. I understand how challenging and uncomfortable it can be, especially when addressing sensitive or personal topics. If you think delivering bad news to an employee is tough, try delivering it to a kid’s mom. However, feedback is a cornerstone of growth and development—essential for progress on every level.
Feedback isn’t about knocking people down; it’s about lifting them up and showing them the way, right? For me, it’s always about MAXIMIZING – taking something badass and making it even better. That’s where positive intent comes in. It starts by flipping the script. Instead of focusing on what’s wrong, highlight what’s right. Focus on the skills and qualities that are essential to getting the job done well and right.
Positive feedback is more than a pat on the back—it’s fuel for fostering a JOYFull workplace. People want to know their work matters. Recognizing their contributions isn’t just good vibes; it’s the foundation for building trust and inspiring them to grow.
Beginning with strengths creates an environment where employees are open to addressing areas for improvement. It shows them they’re valued, setting the stage for honest conversations that keep the culture evolving.
Example in Action:
“Your creativity in developing that client proposal was outstanding. Your attention to the client’s needs shone through. Now, if we fine-tune how those ideas are presented in our timelines, we’ll knock it out of the park every time.”
See the balance? Praise + opportunity for growth = engagement.
Here’s the truth bomb. If feedback isn’t specific, it’s pointless. Vague feedback frustrates employees, fostering confusion and resentment. Nobody likes playing guesswork with their performance. Instead, nail down the details and cut to the chase.
Clarity doesn’t just improve individual performance; it creates the clarity you need for an inclusive learning culture. When employees understand exactly what’s expected, barriers to success are removed, and everyone gets the tools they need to thrive.
Example of Clear Feedback: Instead of saying, “You need to be better at managing deadlines,” try this:
“Your last project deadline was missed by two days. What can we adjust in your planning process to stay ahead?”
Now it’s clear, actionable, and opens dialogue. Oh, and it’s harder to argue with facts—just saying.
Calling out someone’s personality traits in feedback is the quickest way to lose their respect. Focus on observable behavior instead. Why? It’s actionable and doesn’t feel like an attack.
Feedback based on behavior aligns with creating a JOYFull workplace and an inclusive culture. It makes feedback feel like a collaborative effort rather than a verbal slap. This reinforces trust and makes room for improvement.
Behavior Example:
Instead of, “You’re too dismissive in meetings,” say, “When you interrupt during team discussions, it can make others feel unheard. Can we work on giving everyone a chance to share their ideas?”
Why it works? It isolates the behavior, not the person, and focuses on solutions.
Here’s the thing—feedback shouldn’t feel like a one-person puppet show. If you’re just talking at your employees instead of with them, you’re doing it wrong. Open these conversations to encourage input and hear what they need from you, too.
This creates a workplace culture where employees feel seen. It’s also how you ensure feedback sessions lead to actual Continuous Cultural Improvement™️, because you’re looping the team into the process.
Example of Two-Way Feedback in Action:
You say, “I noticed we missed some clear protocols during the event setup. What do you think went wrong, and how do you suggest we improve?”
They say, “I felt unclear about the team assignments. Could we add a pre-event checklist?”
That’s a win-win!
Giving feedback and walking away without follow-up is like planting seeds but never watering them. Feedback only works when there’s action on both sides of the table. Schedule check-ins to see how things are improving or adjust strategies if needed.
Follow-up reinforces commitment to both JOYFull workplaces and an inclusive learning culture where personal and professional growth is celebrated. When employees see you’re invested in their progress, they’ll invest back in their work.
Follow-Up Ideas:
Example in Action:
Say an employee struggled with meeting deadlines. After your check-in reveals they’ve improved their planning, recognize the effort. “I’ve noticed you’ve been hitting those deadlines—we’re seeing great results thanks to your commitment to improving!”
Effective feedback is more than a leadership skill—it’s the bread and butter of strong workplace cultures. It builds the foundation for Continuous Cultural Improvement™️, injects life into JOYFull workplaces, and fosters an inclusive learning culture where every individual thrives. Remember, every piece of feedback is a stepping stone toward a better business, a stronger team, and outcomes that rock the bottom line. Thinking this all sounds amazing, but don’t quite know how to get started? You’re not alone. This is where an inclusive workplace consultant can be your secret weapon. Schedule a Discovery Call today, and together we’ll create a custom action plan to transform your workplace culture—one feedback session at a time
Meet Janifer, a trailblazer in cultivating inclusive and thriving environments, both in education and business. With a robust background as a teacher and district-level Director of Continuous School Improvement, she partnered with the Texas Education Agency to elevate student success across diverse demographics. Janifer’s passion for creating supportive cultures led to the development of her Continuous Cultural Improvement™️ model, a transformative tool for small businesses to foster inclusivity, accessibility, and equity. Now, she leverages her expertise to offer professional learning and development services, helping businesses embrace diversity and drive impactful change. Janifer is committed to harnessing the power of learning as a catalyst for growth and success in every community she touches. Follow Us on LI: Wheelhouse Learning Solutions.
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