The Importance of Actioning Feedback

Delivered Doesn’t Mean Received

Let’s get real for a second: everyone says they want feedback. It’s a leadership buzzword, a staple of performance reviews, and often the go-to topic in team workshops. But here’s the uncomfortable truth: most feedback goes in one ear and out the other. 

We nod along, promise to “take it on board,” and then… nothing. And guess what? When nothing happens, people notice!

Think of feedback as a gift. If someone hands you a beautifully wrapped box and you toss it in the closet unopened, how likely are they to give you another one? Exactly. Feedback isn’t just about having a polite conversation, it’s about what happens next.

In this post, we’re unpacking why actioning feedback is the secret sauce of effective leadership. We’ll explore how failing to act on feedback can erode trust, why it’s crucial for building a strong feedback culture, and the simple steps you can take to ensure feedback doesn’t gather dust.

Why Actioning Feedback Matters

Feedback Without Action Undermines Trust

When you don’t act on feedback, you’re basically telling the giver, “Thanks, but no thanks.” Even if that’s not what you meant, that’s how it lands. Let’s break it down:

• “Hey, I think the comms for the company offsite could have been clearer.”
• “Yep, got it. Thanks for the feedback!”

Fast forward three months, and guess what? The exact same unclear comms go out. The feedback giver is left rolling their eyes, thinking, “Here we go again.” Trust takes a nosedive. Now you’re not just unreliable—you’re the leader who nods along but never actually does anything. Not a great look.

Want some proof? Research by Gallup shows that a staggering 70% of employees feel their feedback is ignored, according to studies on workplace engagement and culture. Let that sink in. 

Seven out of ten people are taking the time to share insights, only to watch their efforts vanish into the abyss. And you know what follows that? Disengagement, frustration, and a complete breakdown in trust.

And trust? That’s the glue that holds strong teams together. Without it, even the best feedback culture will crumble.

Actioning Feedback Strengthens Culture

A feedback culture isn’t just about having a suggestion box or nodding politely in meetings. It’s about creating a loop: listen to the feedback > act on it > and show the results. When leaders walk the talk, it sets the tone for everyone else. Suddenly, feedback isn’t this awkward chore—it’s just how things get better.

Behavioural Change Drives Results

Let’s be real: feedback without action is like a treadmill you never use. Sure, it’s there, but nothing’s actually improving. Acting on feedback isn’t just about being nice. It’s about results better communication, smarter decisions, and a team that’s inspired to grow because they see their leader doing the same.

Three Steps to Receive and Action Feedback (Without Making It Weird)

1. Listen Like You Mean It

Here’s the deal: hearing feedback and actually listening to it are two very different things. If you’re nodding while mentally drafting your to-do list, you’re doing it wrong. Instead:

• Ask clarifying questions to show you’re engaged (and to make sure you understand what’s being shared).
• Paraphrase what you heard so everyone’s on the same page.
• Resist the urge to explain or defend yourself. Yes, even if you really, really want to.

When you listen like you mean it, you’re showing respect, and that’s half the battle.

2. Acknowledge and Reflect (Without the Corporate Jargon)

No one wants to hear, “Thank you for your valuable input; I’ll take it under advisement.” Ugh. Instead, try this:

• Say thanks. Seriously, just say, “Thanks for bringing this up. I appreciate it.” but don’t stop there!
• Think about what they said and how you can act on it. Not everything requires a major overhaul, but most feedback has at least something you can use.
• Be honest about your plans. A simple, “I hear you, and here’s what I’m going to do about it” goes a long way.

Acknowledging feedback isn’t just polite it’s how you show people their input matters.

3. Actually Do Something About It

This is where the rubber meets the road. If you’re not following through, you’re just paying lip service. Here’s how to do it right:

• Prioritise the feedback that will have the biggest impact (you can’t fix everything at once).
• Set actions and let people know how you’re progressing.
• Circle back and close the loop. A quick update like, “Hey, I made this change based on your suggestion, how did it land?” can work wonders.

The key is to make your actions visible. When people see you’re serious about improving, they’ll be more willing to share feedback in the future.

Wrap-Up: Feedback Is Only as Good as What You Do With It

Feedback isn’t just about having a conversation. It’s about sparking change. Leaders who act on feedback build trust, set the tone for their teams, and get better results.

So, next time someone gives you feedback, don’t just nod and smile. Listen, reflect, and most importantly, do something about it. Because the real magic of feedback isn’t in the giving or receiving... it’s in the doing.

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