Creating a Culture of Continuous Feedback

By Tony Silvio – Executive Coaching Perth | Midas Mindset

Ever feel like your team is just going through the motions—doing enough to get by, but not quite growing?

That’s often not a motivation issue. It’s a feedback issue.

Most businesses still treat feedback like an annual chore. Once a year, we dust off the forms, book a meeting, and tick a box. But in today’s fast-moving work environments, delayed feedback is dead feedback.

If you want real growth—individually or as a team—you need something more alive. More honest. You need a culture of continuous feedback.

Let’s unpack how to build it—without making it feel like micromanagement or a motivational poster.

Step 1: Ditch the Sandwich and Speak Straight

We’ve all heard the old “feedback sandwich” trick: say something nice, slip in the critique, finish on a positive. Sounds polite—but often, it’s confusing.

Instead of dodging discomfort, try:

• Be clear about your intent (“I want to help you grow.”)

• Say what you noticed (“I’ve observed this trend…”)

• Ask how they see it (“How does that land with you?”)

This isn’t about being blunt. It’s about being real.

Growth feedback systems thrive on clarity, not clever phrasing.

Step 2: Make Feedback Normal—Not a Special Occasion

If feedback only happens when something’s wrong, it gets a bad reputation. But when it’s part of everyday conversation, it becomes just that—conversation.

Try weaving it in:

• At the end of meetings: “What worked well? What can we improve next time?”

• During check-ins: “Is anything I’m doing that’s helping or getting in your way?”

• In peer reviews: “What’s one thing I can do better next week?”

The more frequent it is, the less fearful it feels.

Workplace culture doesn’t change with policies. It changes with patterns.

Step 3: Model It First (Even If You’re the Boss)

This one’s big.

If you want your team to give and receive feedback openly, you have to go first. That means:

• Asking for feedback, not just giving it

• Receiving it without defensiveness

• Thanking the person—even if it stung

It doesn’t make you weak. It makes you trustworthy. Because if you can take it on the chin and still stand tall, others feel safer doing the same.

This is employee development at its most human.

Step 4: Replace Judgement with Curiosity

Feedback isn’t about labelling right or wrong. It’s about surfacing insight, so people can grow.

When delivering feedback, come from curiosity:

• “I’ve noticed a shift—what’s behind that?”

• “What support would help you handle that differently next time?”

• “If you had a do-over, what would you change?”

This reduces defensiveness and builds real ownership.

Continuous feedback flows best when the tone is collaborative, not corrective.

Step 5: Don’t Wait for Perfection—Just Start

Here’s the trap: waiting until you’ve got the perfect system, platform, or structure before you begin. But culture doesn’t shift through systems—it shifts through consistent behaviour.

Start small:

• One feedback ritual a week.

• One leadership moment where you ask, not tell.

• One team check-in where growth is the focus, not just goals.

Bit by bit, it compounds. That’s how Perth business coaches like myself help teams evolve: not by revolution—but by rhythm.

Feedback Isn’t a Tool. It’s a Culture.

You don’t need more software or formalities. You need genuine conversations that create clarity and build belief.

When you commit to feedback—not just as a task, but as a daily tone—your culture transforms. People grow. Teams align. Standards rise.

That’s not fluff. That’s the compound effect of truth-telling—done well.

Ready to build a culture where feedback becomes your team’s greatest strength? At Midas Mindset, I help leaders and organisations build growth feedback systems that feel natural, not forced. Through Executive Coaching and Leadership Development in Perth, we’ll create a rhythm of real conversations that lead to real results.

👉 Click here to explore coaching programs with Midas Mindset