Why Constructive Feedback Promotes Exemplary Leadership

Constructive feedback is a crucial element of an organization’s culture and growth trajectory. In this time of rapidly changing priorities, with work models and budgets in flux, it is more important than ever that honest, constructive, and supportive conversations around performance, workloads, roles, and responsibilities happen and happen frequently.

Wiley Workplace Intelligence sought to gain insight into how often constructive feedback is happening in organizations and the impact it has on engagement, skill-building, and performance. We surveyed 2,000 individuals and found a significant connection between how often managers provide feedback and how supported they feel in their organization.

A Path to Improvement

We know that leadership is not only a position, but a set of behaviors that show integrity, encouragement, and provide inspiration for an exciting, shared future where everyone can be trusted, respected, and empowered to succeed. A large part of that is getting comfortable with giving constructive feedback to promote growth.

53% say frequent feedback promotes performance improvement.

These conversations have a direct impact on improved performance with over half (53%) of our respondents reporting that when they receive constructive feedback weekly, they are more likely to receive clear and actionable steps to improvement vs. people who receive feedback less frequently.

Feedback as a Leadership Practice

When feedback is given regularly and with intention, it becomes a powerful expression of care and commitment. It tells people, “I see you. I value your contribution. I believe in your potential.” That kind of message resonates deeply, especially in times of uncertainty.

92% with weekly feedback feel supported vs. 59% with yearly.

Research shows that employees who receive weekly feedback are significantly more likely to feel supported by their managers. This isn’t just about frequency, it’s about relationship-building. Leaders who engage in ongoing dialogue reduce ambiguity and foster a sense of belonging. They help their teams course-correct quickly, celebrate small wins, and stay aligned with shared goals.

In contrast, infrequent or poorly delivered feedback can leave people feeling disconnected, undervalued, or unsure of where they stand. And in a high-stress environment, that uncertainty can erode morale and performance.

Leaders Have Courageous Conversations

Exemplary leaders don’t shy away from difficult conversations, they lean into them. They understand that feedback, when delivered with empathy and clarity, is a catalyst for growth. It is how trust is built.

It’s important to remember that feedback isn’t one-size-fits-all. Great leaders recognize that people have different communication styles, emotional needs, and ways of processing information. Some may need time to express their feelings about the feedback, others prefer direct pointers they can apply immediately.

The best leaders adapt their approach to meet people where they are, ensuring a psychologically safe conversation that achieves results.

60% say feedback improves a skills gap.

When leveraged effectively, constructive feedback can have a direct impact on skill-building as well. Our research showed that 60% of our respondents said that their manager provides feedback that improves a skills gap, helping individuals gain confidence as they build new skills.

Training Makes the Difference

The ability to give effective feedback isn’t something leaders are born with; it’s a skill that can be developed. And like any skill, it requires practice, support, and the right tools.

Leaders who receive training in how to navigate feedback conversations are more confident, more effective, and more likely to foster engaged, high-performing teams. They know how to prepare for tough conversations, how to tailor their message to different individuals, and how to turn feedback into forward momentum.

On the other hand, untrained leaders often struggle. They may avoid feedback altogether, deliver it inconsistently, or unintentionally cause harm. Without the right mindset and techniques, even well-intentioned feedback can backfire, damaging trust and disengaging employees.

That’s why leadership development matters. When organizations invest in building these skills, they’re not just improving individual performance, they’re shaping the culture of the entire organization.

How to Unlock the Power of Constructive Feedback

Creating a culture where feedback is welcomed and valued doesn’t happen by accident. It requires intentional effort and consistent leadership. Here are a few strategies to get started:

• Normalize regular feedback, not something reserved for annual reviews.

• Train leaders at all levels. Equip managers with the skills and confidence to have meaningful conversations.

• Recognize different communication styles. Tailor feedback to the individual to ensure it’s received as intended.

• Model feedback from the top. When senior leaders give, receive, and apply feedback openly, it sets the tone for the entire organization.

In times of change, feedback becomes even more essential. It’s the bridge between uncertainty and clarity, between frustration and progress. When leaders embrace feedback as a daily practice, they don’t just improve performance, they elevate the entire organization.

Wiley’s suite of professional solutions provides a structure and common language to help empower entire organizations with the skills needed to get to the next level. From unlocking the power of leadership at every level with The Leadership Challenge^®, building better teams with The Five Behaviors^®, improving understanding to create engaged, collaborative, and adaptive cultures with Everything DiSC^® on Catalyst™, or helping you make confident hiring decisions with PXT Select^®, Wiley has innovative solutions that help make the workplace a better place.

Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.