How to Create a Healthy Feedback Culture

In conversations with developer communities and colleagues, I often hear the wish for a culture where "feedback is given and received more comfortably."

Code review sessions often end with an overuse of formal 'LGTM' or important issues are difficult to raise even in 1on1 meetings. Feedback is essential for growth—everyone knows this, but why is it so difficult to give and receive feedback healthily?

This is probably due to cultural barriers that view feedback as 'an evaluation of oneself' or 'an awkward criticism', and a lack of skills in giving and receiving feedback.

However, I believe that feedback is the most powerful toolfor improving individual growth and the team's overall capabilities.
It's a process where we complement each other's shortcomings, learn from each other's strengths, and grow together.

So how can we create a feedback culture that transforms feedback from a source of fear into a driving force for growth?
Based on my experience and reflections, I'd like to discuss some specific methods.

A Healthy Feedback Culture

The most important foundation for a healthy feedback culture is 'psychological safety'.

It's the belief that one won't be criticized or penalized for expressing opinions, admitting mistakes, or asking questions. Without this, no one will speak honestly.

It's crucial for team leaders to demonstrate the importance of admitting their own mistakes and shortcomings and actively seeking feedback. They should naturally incorporate seeking feedback through questions like, "Did I miss anything?", or "Does anyone have a different opinion on this decision?"

When problems arise, instead of blaming individuals, focus on analyzing the root causes and improving systems and processes—creating a blame-free culture. Failure is an opportunity for learning and growth—this mindset is essential.

Create an environment where asking questions is considered normal and positive behavior, ensuring that team members don't hesitate to ask, "Can I ask this question?"

Giving Feedback 'Well'

Well-intentioned feedback can become harmful depending on the delivery method. Healthy feedback stems from a desire to help others and should consider the following:

Instead of vague phrases like, "The code is a bit messy," provide feedback based on specific code or observed behavior, such as, "The logic in this section is redundant. Refactoring into a function would improve readability and reusability."

Explain why you are giving this feedback and what positive/negative impactsthe current approach has. This helps the recipient understand the feedback's importance. ("This approach could lead to NullPointerExceptions, impacting service stability.")

If possible, it is more constructive to go beyond criticism and offer specific suggestions for improvement or helpful references. ("Have you considered using this design pattern?")

It's best to give feedback quickly, but avoid giving sensitive feedback in public. Choose an appropriate time and place, such as a 1on1 meeting.

Also, it's important to maintain positive relationships by giving praise and recognition for what's being done wellin addition to critical feedback.

Receiving Feedback 'Well'

Receiving feedback can sometimes make you feel uncomfortable and defensive. However, in a healthy culture, it's important to practice viewing feedback as valuable information for growth rather than a personal attack.

While listening to feedback, instead of immediately refuting or making excuses, listen carefully to the other person until they finish speakingand try to accurately understand their intentions and content.

If you don't understand or agree with something, instead of reacting emotionally, ask specific questionsto clarify. ("Could you elaborate on what made you feel that way?")

Expressing gratitude for the colleague's effort and couragein providing feedback helps maintain good relationships and encourages continued feedback. ("Thank you for taking the time to give me feedback.")

It's important to objectively reflect on yourself and take action to improve based on the feedback you received. You don't have to accept all feedback, but it's essential to have the attitude of finding something to learn from it.

Building a Feedback Culture

A healthy feedback culture isn't built overnight. It requires consistent practice and effort to establish it as a cultural norm.

Conduct code reviewsthoroughly and not just formally, use sprint retrospectivesto identify areas for team improvement, and have regular 1on1 meetingsto discuss personal growth and challenges.

Encourage a culture of learning through spontaneous sharing of opinions during pair programming, or light questions and answers on Slack.

Leaders should actively seek and accept feedback, encouraging and supporting team members in giving and receiving feedback safely.

Feedback can be awkward, but the courage to share it strengthens both individuals and the entire team.