When Pull Beats Push: Building a Constructive Feedback Loop for Continuous Growth

We’ve all been there – that sinking feeling when someone gives you feedback at work. Hearing your boss comment on your work performance, even when it’s ultimately positive, can send a shiver down your spine as you brace yourself for the worst. Even giving feedback can cause tension, as any manager conducting employee appraisals can attest.

In fact, research shows that managers and employees alike value critical, insightful feedback. One international employee survey showed that 72% of respondents rated receiving feedback as a big contributor to their career development. Meanwhile, a McKinsey survey of 12,000 managers revealed that “candid, insightful feedback” was essential for progressing professionally.

Feedback, even when delivered with positive intentions, may be taken personally. But what if we reframed how we view feedback? Instead of feeling pushed back, we could choose to see it as an opportunity for growth.

The traditional “push” approach to feedback often leads to defensiveness, resentment, or disengagement. We put up walls to protect our egos from criticism. We tend to deflect and blame other factors for something we should take accountability for.

But by embracing a “pull” mindset, feedback becomes an invitation for positive change rather than dwelling on what went wrong. It’s the difference between feeling ordered to lose weight through criticism of your appearance versus feeling motivated to live a healthier lifestyle after positive encouragement about being active.

Building this constructive feedback loop requires creating an environment of psychological safety where feedback is welcomed and valued, not feared. In organizations, this means leaders model vulnerability by soliciting feedback themselves and responding positively when receiving it from others. In personal relationships, it’s about coming from a place of mutual caring, empathy, and respect.

Imagine a creative team where the standard was to “critique”  others. This could lead to animosity and people becoming demotivated or bitter over time.

In contrast, consider a team that frames their feedback sessions as positive brainstorms – an opportunity to receive thoughtful input to help each person produce their best work. The tone shifts from cutting criticism to a constructive exchange of ideas.

The benefits of providing great feedback are undeniable and should encourage every workplace to change how they frame evaluations. One survey showed that 43% of highly engaged employees received feedback at least once a week, while only 18% of low-engagement workers did. Companies that provide regular feedback also had turnover rates almost 15% lower than those that skimped on it.

The key is developing a humility and growth mindset. When we embrace the “pull” of feedback as a path toward progress, our discomfort is reframed as the emotional growing pains accompanying positive change. And, once we foster a culture where people can safely and confidently give and receive feedback, we also begin to contribute more to employees’ career development.

Sprout understands how crucial feedback and data-driven insights are to professional growth. That’s why we offer  Performance+, the all-in-one solution that seamlessly integrates performance management and learning development.

With automated workflows, comprehensive goal tracking, and a vast library of training courses, you’ll empower your employees to thrive while streamlining operations for your HR team. Book a consultation today and experience the game-changing impact of a unified, flexible platform designed to drive your business forward.