Friday espresso: Reimagining Workplace Feedback: A Shared Responsibility?
Mar 21, 2025 1:01 am
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Reimagining Workplace Feedback: A Shared Responsibility?
We often assume that feedback sessions are solely HR’s domain.
When HR tries to juggle data collection, emotional support, and engagement-building all at once, something gets lost in translation.
A recent HR Drive article highlights this growing tension—stressed-out HR teams and employees seeking more than just surveys.
So, what if we flipped the script? What if it became a shared responsibility instead of just an HR function 🤔?
WHY Is This So Important
Feedback isn’t just a procedural necessity—it’s the backbone of a thriving workplace culture. When it’s mishandled:
- HR teams struggle with emotional burnout.
- Employees vent frustrations but see little change.
- Organizations miss out on real opportunities for improvement.
What’s missing? A culture where listening is an everyday practice, not just an HR-led exercise.
WHAT Can We Do to Build a Listening Culture
1️⃣ Reframe Feedback as Connection, Not Just Compliance
Instead of treating feedback as an HR-driven formality, organizations should encourage open, ongoing conversations that make employees feel genuinely heard.
2️⃣ Equip Employees with Listening Skills
Imagine a workplace where people listen to understand, not just to reply. When employees develop active listening skills, they become natural supporters—not just passive participants in HR’s feedback loop.
3️⃣ Swap Dismissive Reactions for True Engagement
Too often, emotional distress at work is met with responses like:
❌ “No lah, you’re overthinking.”
❌ “Just do this, you’ll be fine.”
❌ “It’s not a big deal—mine is worse.”
What if, instead, we simply listened—without judgment, solutions, or dismissal?
HOW Can Organizations Put This Into Practice
1️⃣ Teach the Art of Listening
Offer workshops on active listening and emotional intelligence so employees can recognize when a colleague needs support—not just a quick fix.
2️⃣ Create Peer Support Networks
Instead of funneling every workplace concern through HR, encourage team-based support systems so employees feel comfortable seeking help from peers first.
3️⃣ Make Feedback a Living, Breathing Process
Feedback shouldn’t be a once-a-year survey—it should be an ongoing, two-way conversation where employees see real action and accountability.
At the end of the day, feedback isn’t just about HR-led initiatives—it’s about building a culture where everyone takes responsibility for listening, supporting, and driving change. When we stop treating feedback as a chore and start embracing it as an opportunity, we create workplaces where people truly feel seen, heard, and valued.
Interested in boosting workplace positivity and elevating your coaching and mentoring journey? Sign up now for our upcoming public workshops in April, ‘Leading Positive Results in the Workplace - Orange Frog’ & ‘To Coach, Mentor, or Both’.
Registration link and details as per link below.
https://docs.google.com/forms/d/e/1FAIpQLSe2h74TTqMSEcT6jtP69IiXrtvTIFSwlkgVyhWwfDa_uTbOFA/viewform
Feel free to be in touch at customerservice@mq.com.my if you are looking for an in-house session for your company!
That’s the espresso, keep the momentum! ☕
Stay caffeinated & curious!
Koo Lily
l Founder of mq Training Coaching Consulting l
Leadership Coach l Change Facilitator l Speaker l
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