{"id":3675,"date":"2025-10-27T07:00:00","date_gmt":"2025-10-27T04:00:00","guid":{"rendered":"https:\/\/kaanugrasiz.com\/?p=3675"},"modified":"2025-10-02T13:12:22","modified_gmt":"2025-10-02T10:12:22","slug":"feedback-culture","status":"publish","type":"post","link":"https:\/\/kaanugrasiz.com\/tr\/feedback-culture.html","title":{"rendered":"Feedback culture in business life"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">There&#8217;s a topic that&#8217;s prone to misunderstanding at work: feedback. Often confused with criticism, feedback culture, when mismanaged, can create friction between employees and undermine motivation.<\/h2>\n\n\n<style>.kb-table-of-content-nav.kb-table-of-content-id3675_a702d0-59 .kb-table-of-content-wrap{padding-top:var(--global-kb-spacing-sm, 1.5rem);padding-right:var(--global-kb-spacing-sm, 1.5rem);padding-bottom:var(--global-kb-spacing-sm, 1.5rem);padding-left:var(--global-kb-spacing-sm, 1.5rem);}.kb-table-of-content-nav.kb-table-of-content-id3675_a702d0-59 .kb-table-of-contents-title-wrap{padding-top:0px;padding-right:0px;padding-bottom:0px;padding-left:0px;}.kb-table-of-content-nav.kb-table-of-content-id3675_a702d0-59 .kb-table-of-contents-title{font-weight:regular;font-style:normal;}.kb-table-of-content-nav.kb-table-of-content-id3675_a702d0-59 .kb-table-of-content-wrap .kb-table-of-content-list{font-weight:regular;font-style:normal;margin-top:var(--global-kb-spacing-sm, 1.5rem);margin-right:0px;margin-bottom:0px;margin-left:0px;}<\/style>\n\n\n<h3 class=\"wp-block-heading\">Common Misconceptions About Feedback<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Feedback isn&#8217;t criticism:<\/strong> Good feedback both reinforces and develops. The purpose of feedback is to make an existing behavior repeatable or prevent it from happening.<\/li>\n\n\n\n<li><strong>Feedback should be emotionally charged<\/strong>: Emotions are immediate and vary from person to person. <strong>The most important difference between feedback and personal conflict is<\/strong> that it is based on specific observations and is given in a timely manner.<\/li>\n\n\n\n<li><strong>Only managers give feedback:<\/strong> In a good and genuine corporate structure, a feedback culture <strong>should be developed and supported both among<\/strong> peers and within the hierarchy.<\/li>\n\n\n\n<li><strong>Positive feedback is irrelevant:<\/strong> Focusing solely on errors and correcting them reduces motivation. Reinforcement ensures the behavior is repeated.<\/li>\n\n\n\n<li><strong>Feedback is a difficult conversation:<\/strong> Frequent, small amounts of feedback are more effective than giving it all at once.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">The most common mistakes when giving feedback and suggestions for correcting them<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Being general and creating ambiguity:<\/strong> The recipient of feedback doesn&#8217;t know what they&#8217;re receiving and what they need to reflect on and change. <strong>Be clear and specify<\/strong> exactly what you&#8217;re giving feedback about.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Giving feedback on the behavior, not the person: <\/strong>This <strong>triggers<\/strong> defensiveness in <strong>the recipient<\/strong> and <strong>damages the human relationship<\/strong>. Instead of using the <em>you<\/em> in your address, <strong>focus on the impact of the behavior on<\/strong> the process and proceed with your observations, not your emotions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Missing the timing of feedback:<\/strong> If feedback is given immediately or shortly after the behavior occurs, it <strong>provides an opportunity to learn<\/strong>. Giving it too soon <strong>can be perceived as biased<\/strong>, and giving it<strong> too late can be perceived as resentful<\/strong>. Identify the appropriate time and environment for feedback; summarize the feedback in a concise and calm manner, and provide the right context.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Make giving feedback a habit:<\/strong> Make giving regular feedback a part of your work life. Because correcting problematic behaviors simply by giving feedback isn&#8217;t enough; Giving feedback isn&#8217;t enough to reinforce good behavior. <strong>Create a routine for<\/strong> providing short, regular feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Giving advice instead of feedback:<\/strong> Giving advice is a somewhat patronizing approach and can hinder the recipient&#8217;s learning and turn the working relationship between people into a dependency. During feedback, it <strong>can be more beneficial to<\/strong> describe the path to a solution <strong>rather than<\/strong> directly presenting it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Don&#8217;t generalize:<\/strong> Generalizations are <strong>far from reality<\/strong> and may be unfair depending on the situation. Instead, it&#8217;s more appropriate to <strong>use specific examples<\/strong> and concrete events as examples.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Take feedback seriously: <\/strong>Not taking the process seriously creates a disorganized image and can convey completely false messages. <strong>Take short notes to convey<\/strong> in your feedback routines, <strong>explain your intentions<\/strong> in simple terms, and <strong>define<\/strong> your desired goal.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Record and track feedback:<\/strong> The simplest way to track changes and the stage of change in the topic you&#8217;re giving feedback on is to record them; otherwise, you&#8217;ll forget what you requested to change after a while. <strong>Identify an action item<\/strong> to record, <strong>assign someone<\/strong> the responsibility for its implementation, <strong>set a timeframe<\/strong> for achieving the goal, and <strong>schedule<\/strong> the next meeting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>To summarize, when giving feedback:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Be specific<\/strong> with concrete examples rather than generalizations.<\/li>\n\n\n\n<li><strong>Focus on<\/strong> the person&#8217;s behavior rather than focusing on themselves.<\/li>\n\n\n\n<li><strong>Explain<\/strong> the impact of the mistake, <strong>not just<\/strong> the mistake <strong>itself<\/strong>.<\/li>\n\n\n\n<li><strong>Give<\/strong> feedback promptly, but <strong>don&#8217;t<\/strong> give it <strong>angrily<\/strong>.<\/li>\n\n\n\n<li><strong>Include<\/strong> positive feedback and areas for <strong>improvement<\/strong> within your feedback.<\/li>\n\n\n\n<li><strong>Offer<\/strong> solutions to the relevant issue and consider how you can work together to find a solution.<\/li>\n\n\n\n<li><strong>Begin<\/strong> by asking permission before giving feedback.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Other behaviors most often confused with giving feedback<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Criticizing and blaming <strong>instead of<\/strong> giving feedback.<\/li>\n\n\n\n<li>Making feedback the <strong>beginning of<\/strong> a disciplinary and punishment mechanism.<\/li>\n\n\n\n<li><strong>Turning feedback into<\/strong> a performance evaluation.<\/li>\n\n\n\n<li><strong>Mixing<\/strong> feedback <strong>with coaching<\/strong> and <strong>beginning to<\/strong> provide mentoring.<\/li>\n\n\n\n<li><strong>Making<\/strong> feedback a conversation where <strong>instructions are communicated<\/strong>.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Giving feedback should be constructive and focused on learning; <strong>blaming is judgmental<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>If necessary,<\/strong> disciplinary and punishment processes<strong> can be implemented during feedback<\/strong>, but the purpose of <strong>feedback should be to guide<\/strong> the individual regarding their behavior, not to discipline them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Performance evaluations are<strong> typically conducted once or twice a year<\/strong>, while feedback routines should be <strong>shorter and more limited in scope<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Coaching focus<\/strong>es more on <strong>asking questions and helping<\/strong> the individual find the answers to their questions, while <strong>feedback is about directly reporting<\/strong> their behavior. Similarly, <strong>mentoring offers long-term guidance<\/strong>, while feedback is more focused on the immediate future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Telling someone <em>what to do and what not to do<\/em> on the job can also be done directly through the chain of command. <strong>Giving feedback involves<\/strong> explaining why someone&#8217;s behavior is good or bad.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-1024x683.webp\" alt=\"\" class=\"wp-image-3678\" srcset=\"https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-1024x683.webp 1024w, https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-300x200.webp 300w, https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-768x512.webp 768w, https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-1536x1024.webp 1536w, https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback-600x400.webp 600w, https:\/\/kaanugrasiz.com\/wp-content\/uploads\/2025\/10\/Why-do-people-get-defensive-or-angry-when-receiving-feedback.webp 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Why do people receiving feedback become defensive or angry?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Being <strong>criticized affects<\/strong> people both psychologically and culturally, and can be seen as a threat to their ego and self-esteem, especially if the feedback is negative.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Having this <strong>belief in one&#8217;s competence and success<\/strong> damaged can lead them to <strong>perceive it as a personal<\/strong> attack. This perception can encourage them to <strong>reject the situation<\/strong>, even become d<strong>efensive and engage in<\/strong> counterattacks. This can be resolved by targeting the individual&#8217;s behavior, not their own self.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">People have been criticized, scolded, and even punished in various ways in their professional lives. <strong>Giving feedback can also be perceived as negative<\/strong> based on these learned cultural experiences, and even mentioning the issue can trigger a kind of alarm mechanism. In many cultures, pointing out mistakes is <strong>accompanied by shaming and condemnation<\/strong>, so feedback inevitably becomes perceived as an attack. This problem can be resolved by building trust.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Related to the previous topic, feedback <strong>may be coded as a threat<\/strong>, and the amygdala region of the brain activates to decide between three options:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Fight:<\/strong> Becoming aggressive.<\/li>\n\n\n\n<li><strong>Flight:<\/strong> Close the topic and become silent.<\/li>\n\n\n\n<li><strong>Freeze:<\/strong> Don&#8217;t react to the issue at all.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This can be resolved by gently introducing the topic, incorporating positive feedback into the feedback, speaking in a calm tone, and using responsive body language.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Feedback in today&#8217;s business world is <strong>often one-sided<\/strong>, and this is associated with <strong>a feeling of loss of control<\/strong>. Feeling out of control can lead to anger and encourage resistance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Opening a dialogue<\/strong> and asking questions to <strong>understand the feedback recipient&#8217;s thoughts on<\/strong> the matter can resolve this issue. This way, the recipient will see that they are<strong> involved in the process<\/strong> and will <strong>feel less<\/strong> threatened, leading to a more conciliatory attitude.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>One of the most significant reasons<\/strong> feedback can make people tense and aggressive is the location of the feedback. Feedback <strong>given in<\/strong> a crowded environment, <strong>without <\/strong>careful consideration, can <strong>embarrass people<\/strong>, leading to a need for self-defense. Negative feedback, especially given in front of a team, directly <strong>creates embarrassment<\/strong> and a <strong>cycle of aggression<\/strong>. This can be resolved by providing feedback at a personalized time and place.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">How to give effective feedback?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The foundation of <strong>giving effective feedback rests on three pillars<\/strong>. These are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Why<\/strong> am I giving feedback?<\/li>\n\n\n\n<li><strong>How<\/strong> am I giving feedback?<\/li>\n\n\n\n<li><strong>When<\/strong> am I giving feedback?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The first of these <strong>relates to the intention<\/strong> of giving feedback; <strong>the second to the focus<\/strong>; and <strong>the third to determining<\/strong> the right environment and timing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Among the <strong>most frequently used models for giving feedback is the SBI Model<\/strong>, meaning <em>Situation \u2013 Behavior \u2013 Impact<\/em>. The<strong> approach discusses<\/strong> where and how the event in question occurred, what was observed, and explains the consequences of this behavior.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>The &#8220;I&#8221; message method<\/strong> is another common method. In this method, the &#8220;I&#8221; message begins with the word &#8220;I,&#8221; adds the emotion, and then describes the situation or behavior, followed by a proposed solution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Establishing a feedback culture in companies<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The most important criterion for developing a feedback culture within a company is <strong>establishing an environment of trust<\/strong>. In environments <strong>where employees feel<\/strong> comfortable expressing themselves and managers manage to <strong>communicate positively<\/strong> and constructively, rather than simply offering criticism, the feedback process occurs more naturally and spontaneously.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Top management can be a good role model<\/strong> and starting point <strong>for developing<\/strong> a feedback culture within companies. <strong>Regular, open, and constructive feedback<\/strong> from top management to subordinates is the right starting point for establishing a culture.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When employees<strong> receive feedback not only for mistakes but also for successes<\/strong>, the feedback culture begins to blossom and mature in the company.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Systematizing and organizing<\/strong> the feedback mechanism facilitates the integration of the culture into the company&#8217;s structure.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Instead of meeting solely for annual appraisals, <strong>managers and employees engage in lively discussions about<\/strong> specific topics at regular intervals throughout the year keeps the feedback culture vibrant and dynamic. These meetings can be conducted face-to-face, online, digitally, or through surveys.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Having two-way meetings<\/strong>, both for employees and managers, supports a fair and balanced feedback process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Expecting a <strong>feedback culture to be established<\/strong> within a company in two days would be a mistake; therefore, <strong>regular training and awareness-raising content are crucial<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Employees and managers should be clearly informed<\/strong> about how feedback is given, the appropriate language for feedback, and even the appropriate time to provide feedback.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Thanks to these training programs and open communication methods, <strong>it&#8217;s easier to see feedback as an opportunity<\/strong> for the company, rather than an active criticism.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">&#8230;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Proper <strong>feedback should be informative for everyone<\/strong> and respectful of the person receiving it. Perhaps most importantly, it should be given in a timely manner and to develop the other party, <strong>not to criticize or belittle<\/strong> them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I&#8217;ve included a simple document I&#8217;ve <strong>prepared for managing feedback<\/strong> below. You can easily organize, manage, and track your own feedback by downloading it.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-kaan-ugrasiz wp-block-embed-kaan-ugrasiz\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"FU1be6PdpT\"><a href=\"https:\/\/kaanugrasiz.com\/product\/feedback-checklist\">Feedback checklist<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"&#8220;Feedback checklist&#8221; &#8212; Kaan Ugrasiz\" src=\"https:\/\/kaanugrasiz.com\/product\/feedback-checklist\/embed#?secret=dmHApMJO8j#?secret=FU1be6PdpT\" data-secret=\"FU1be6PdpT\" width=\"600\" height=\"338\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>For further reading, please visit the links below:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.emerald.com\/shr\/article-abstract\/23\/2\/46\/343729\/Employee-feedback-how-to-provide-feedback-and\">Employee feedback: how to provide feedback and recognition regularly<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/academic.oup.com\/criticalvalues\/article\/10\/3\/24\/3884489\">Effective feedback in the workplace<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.tandfonline.com\/doi\/full\/10.1080\/01608061.2023.2238029\">Continuous performance feedback: Investigating the effects of feedback \u2026<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/arxiv.org\/abs\/2301.11776\">The impact of positive and negative feedback on performance<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.researchgate.net\/publication\/381634423_The_importance_and_relevance_of_feedback_to_increase_employee_engagement_and_performance\">The importance and relevance of feedback to increase employee engagement and performance<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Main photo by<a href=\"https:\/\/unsplash.com\/@marcobian?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash\"> Marco Bianchetti<\/a>,<a href=\"https:\/\/unsplash.com\/photos\/a-group-of-wooden-mannequins-sitting-on-top-of-a-table-Zln14Q_jdOo?utm_content=creditCopyText&amp;utm_medium=referral&amp;utm_source=unsplash\"> Unsplash<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There&#8217;s a topic that&#8217;s prone to misunderstanding at work: feedback. Often confused with criticism, feedback culture, when mismanaged, can create friction between employees and undermine&#8230;<\/p>\n","protected":false},"author":2,"featured_media":3677,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"googlesitekit_rrm_CAowuI6_DA:productID":"","_uag_custom_page_level_css":"","_kadence_starter_templates_imported_post":false,"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[1077,915],"tags":[1164,1163,1161,1162],"class_list":["post-3675","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-life","category-coffeebreak","tag-corporate-culture","tag-creating-feedback-culture","tag-feedback","tag-feedback-culture"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Feedback culture in business life<\/title>\n<meta name=\"description\" content=\"One area of \u200b\u200bwork that&#039;s prone to misunderstanding: feedback. 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