The Power Of Feedback

Constructive criticism is a powerful tool for growth, and knowing what went wrong can help me make the necessary adjustments for future opportunities. Receiving feedback helps me understand areas where I might have fallen short, whether it's in my skills, communication, or understanding of the role. Without that feedback, I'm left in the dark, unsure of what went wrong or what I need to focus on for personal development. It’s not just about hearing “no,” it’s about learning from the experience and improving myself for the next challenge. I value transparency, and a little insight into what could have been better would be incredibly helpful. When feedback is given, it shows that the company cares about the candidate’s growth, even if they aren’t the right fit for the role at the moment. It’s a small step that can make a big difference in how a candidate approaches their job search and career growth. Constructive feedback allows me to refine my skills, work on areas of weakness, and come back stronger for the next opportunity. It also enhances the candidate experience, leaving me with a positive impression of the company, even if I’m not selected for the role. Providing feedback doesn’t only benefit me as a candidate it also helps the company in the long run by fostering a positive and respectful interview process. When HR takes the time to guide candidates, it reflects well on the company’s culture and commitment to growth, both for its employees and potential hires. In the end, feedback creates a win-win situation for everyone involved, turning a rejection into an opportunity for self-improvement.

The interview doesn’t end when the candidate steps out of the room. It ends when they finally receive clarity. And that clarity almost always comes from one thing Honest, thoughtful HR feedback. A few months ago, I interviewed a candidate named Riya. Brilliant resume. Great communication. Strong technical knowledge. But she didn’t get selected due to one specific gap real-world project experience. When I called her to share the news, she went silent for a second. Not upset… but relieved. She said, “Thank you for telling me why. Most companies just never reply.” That one line stayed with me. Because what many people don’t see is the emotional journey candidates go through after an interview: They replay every answer in their head. They overthink pauses, tone, expressions. They wait for calls that never come. They refresh their email 10 times a day. They doubt themselves even when they performed well. And all of this could be avoided… with a simple, honest message from HR. In Riya’s case, the feedback helped her focus. She enrolled in a 3-month project-based course. Built a solid portfolio. And last week, she mailed me: “Got the job. Your feedback changed everything for me.” That day I realised something important: HR feedback is not just information. It’s support. It’s direction. It’s closure. It’s respect for the candidate’s time and effort. Not every candidate will thank you. Not every candidate will agree with your reasons. But every candidate deserves to know where they stand. And many times, they don’t remember the rejection they remember the way they were treated. HRs, let’s normalise giving feedback even when it’s tough. Candidates, never hesitate to ask for feedback it’s your mirror for growth. Because an interview can change someone’s future… but sometimes, the feedback changes it even more. LinkedIn LinkedIn News India #interview #interviewfeedback #honestfeedback #growth #hrfeedback #rejection

I watched a teacher with a group of leaders the other day give nearly every student feedback as she circulated. Eager to see how much better students’ writing was going to be after all that feedback, we walked around the room expecting to see big improvements. From student to student, their work looked exactly the same as it had before the feedback. What gives? So we listened more closely to the feedback she was giving: “You’re missing key details. Go back and revise.” We watched as a confused 7th grader flipped back through the text, unsure where to start. So we helped in the moment by having the teacher adjust her feedback: “You’ve written strong topic sentences for your two body paragraphs—nice work. Your second paragraph is missing two key details, like we named in the criteria for success. Re-read page 71 and find at least one detail to add. I’ll come back in five minutes to check the detail you added.” What happened next? Students’ writing actually improved, and here's the added bonus: so did their connection with the teacher. Instead of feeling frustrated or stuck, they were eager to show her their revisions. That formula — affirm the effort, name the gap, name the fix, and plan the follow-up — is one worth practicing, especially if you have 32 other students you need to give feedback to like she did. When teachers use it, student work gets better, and so do relationships.

Here's something I wish more business owners understood: Your customers are telling you exactly how to improve if you just listen. At Ksquare Energy Pvt Ltd, we treat every piece of feedback like gold dust because it's helped us grow smarter and faster. Why Feedback is Your Best Consultant Good or bad, customer comments show you what's really working (and what's not). We've changed products, fixed service gaps, and even shaped our marketing based on what our clients told us. How We Get the Good Stuff 📝 Quick Surveys That Don't Annoy Short, simple questions after key moments (like installation) that take 30 seconds to answer 📞 Real Talk with Real People Our team regularly checks in not to sell, but to ask How can we do better? 📱 Social Media Ears Always Open We watch reviews and comments like hawks, then actually fix what people complain about Turning Words Into Action Redesigned part of our solar system because 5 customers said the same thing Made installation faster after feedback about delays Changed our ads to focus on what customers actually care about The Best Part? When customers see you listening and improving, they stick around longer and bring friends. It's the cheapest, smartest growth hack there is. Try it this week: Ask just 5 customers "What's one thing we could do better?" Then actually do it. Watch what happens. #ListenAndGrow #CustomerWisdom #BusinessGrowth #KsquareEnergy

As an Educational Developer, I always encourage faculty and instructional staff to conduct mid-semester feedback with their students. It’s a wonderful process that provides invaluable insights into student learning experiences, allowing instructors to make meaningful adjustments before the semester ends. Mid-semester feedback fosters open communication, reinforces a student-centered approach, and ultimately enhances teaching effectiveness. While I frequently advocate for this practice, I also walk the talk. In my secondary faculty appointment, I recently engaged in this process myself—one that requires vulnerability but is incredibly rewarding. I asked my students for feedback, and I am beyond grateful for their responses. The results? An average of 4.5/5 for overall course satisfaction and 4.9/5 for instructor satisfaction. While this data is unofficial—gathered mid-semester at my discretion as the lecturer—it provides a meaningful opportunity for reflection and growth. I’m elated by the positive feedback, but more importantly, I value the constructive insights that will help me create an even better learning environment for my students. To my fellow educators: If you haven’t already, consider incorporating mid-semester feedback into your teaching practice. The process is not just about improving your course—it’s about strengthening the connection between teaching and learning.

A pattern all too familiar in American schools: The more influence your position holds, the less feedback you get on the core work of your role. Students get more feedback than teachers. Teachers get more feedback than Assistant Principals. APs get more feedback than principals. Principals get a teeny tiny bit of real job-focused feedback, and nobody actually observes the quality of the work of the principal manager/superintendent. There are schools out there breaking this cycle. At Tulsa Legacy Charter School last week, I observed classes with principal Bri Brinkley and her leadership team. Bri led her team to score these lessons on a simple rubric ... and to then name the precise praise, gap, and action step for each lesson. I gave Bri real-time feedback on leading this walkthrough, sharpening her (already strong) instructional vision and walkthrough leadership. (Picture 1) Then, Bri and I planned and practiced a coaching meeting for one of the teachers we observed that she directly coaches. (We used a shared Google doc to plan.) Through lots of sparring on the plan and multiple rounds of practice, Bri went to the "leader gym" and quickly got better. (Picture 2) Then, Bri did the same thing for her APs. Bri led them through planning and practicing a coaching meeting for a teacher they observed, with each AP "working out" through multiple rounds of practice. Later that day (or the next day), the leaders all led practice-based coaching meetings with their teachers. They reversed the troubling feedback trend. The principal got the MOST feedback, then the APs, then the teachers. It's just one reason why Bri's school and others that embrace a culture of feedback -- for leaders, teachers, and students -- are making real progress while others stagnate.

I work with cutting-edge technology every day. But that’s not our biggest asset. If you ask me, the most valuable thing we’ve gained is the voice of our customers. A voice that consists of: → Insightful feedback → Honest critiques → Innovative ideas → Genuine concerns A voice that allows us to: → Continuously improve → Tailor our products to real needs → Build trust and loyalty → Stay ahead of the competition A voice that has given us: → Clear direction → Better customer relationships → A roadmap for innovation → A deeper understanding of market trends I used to believe that as experts, we knew what was best for our customers. But, our customers have shown us that listening to them is the real key to success. My advice to anyone looking to grow their business would be to: → Treat your customers as partners → Encourage open and honest feedback → Act quickly on the insights you receive → Focus on creating solutions that genuinely make their lives easier Trust me, your customers will thank you, and your business will thrive :) #CustomerVoice #FeedbackMatters #CustomerInsights #InnovationThroughListening #GrowthThroughPartnership

The Kindness of Closure: Why Interview Feedback Matters. (Particularly at Executive level). Success! You have run a successful recruitment process and of the five candidates you interviewed, you have found your stand-out person. Hooray! Offer accepted and everyone is happy. Except of course the four people who were unsuccessful in this process. They won't be very happy at all & now there is an uncomfortable conversation to be had with them all that no one wants to confront. But however much you wish not to, feedback must be given. I understand it is difficult, I understand you are busy, I understand the legal department advises caution. But let me prick your conscience as to why you must. Looking for work is already a minefield. Doing it as a midlife professional adds another layer of insecurity. (Let none of us deny age bias is alive and well)! It doesn't matter how senior you are or how successful your career has been. When you hit 50, job searching isn't just challenging - it's existentially fraught. You have to work for another 15 years, yet you have suddenly become invisible. So getting an interview is a triumph! A moment of absolute elation and hope, followed by meticulous preparation for interview. To be unsuccessful in that one precious interview is bad enough. A setback for many, a disaster for some. But to truly wound someone - to properly unravel someone's sense of self worth, then don't tell them why. Dismiss them as being unworthy even of an acknowledgment. An irrelevance even. Yes... that will do the job. Looking for work post 50 is hard enough and the most devastating rejection is the one that offers no answers, no learning, no growth, no opportunity to improve. Don't leave them there. Never leave anyone there. It is the cruelest thing you could do. Interview feedback, even when it's not what they hoped to hear, allows for someone to accept and reconcile. Learn, adjust or move forward rather than being trapped in a cycle of self-doubt. Without it the mind creates narratives often far worse than the reality. Your fifteen minutes of feedback could save someone weeks of anguish. In a world that already makes midlife professionals feel increasingly invisible, the kindest thing you can do is see them. And to those navigating this journey: your worth isn't determined by a single interview or even a series of rejections. Your experience matters. Your contributions matter. And you deserve the respect of honest feedback. Some of us know that.

While I love receiving emails from clients that gush about how great our team and services are, I'm learning to love the rare/few emails that highlight issues even more. Why? Because those 'tough feedback' emails are where the magic happens. They give us the opportunity to refine, improve, and make our service even better for every client we work with. No business is perfect, but the best businesses treat complaints and critiques as a goldmine for growth. Here's how we turn constructive criticism into our competitive edge: 𝟭. We listen carefully. Every piece of feedback—good or bad—gets the full attention it deserves. 𝟮. We act quickly. It's not enough to acknowledge feedback; we dive in to address the issue and find a solution. 𝟯. We improve permanently. Each piece of constructive criticism is an opportunity to fine-tune our processes and ensure the same issue doesn’t arise again. The result? Happier clients, a stronger team, and a business that evolves and grows with every challenge we face.

Recently I had the privilege of interviewing for several senior level medical transport positions. To be clear, this is no means suggestive of dissatisfaction with my current organization or team, rather exploring opportunities within our unique niche of healthcare. I would however, like to explore how some of these interview processes ended, and please do not inquire as to the names of any organizations as that isn’t the intent and it brings no value. Two organizations solicited applications and interest. After submitting a CV, one of these two sent a canned rejection within 24hours. The second, conducted two rounds of interviews before sending a generic “you will no longer be considered for a position at this time.” Both of these messages left a sense of deceit and gamesmanship that didn’t sit well considering interest was solicited. Finally the third organization, after multiple rounds of interviews, sharing candid feedback throughout sent an email that I’d opine did not share rejection, rather shared a decision to pursue another candidate. However, the difference this time was they shared the positive interactions and continued interest in finding the right fit. Essentially, it was a professional and quite classy way of sharing they feel someone else is a better fit for a particular role. There is great value in this feedback as a candidate. It shares a message that I think we are all seeking: the right person for the right role. Personally, I felt gratitude in the feedback provided and was able to appreciate the decision making. As hiring managers, it is incumbent upon us to hire the right person for the right role; we should never hire someone simply because we want them on our team…even when it means the wrong role. Taking someone into a position that doesn’t align their skills with organization needs sets neither up for success. Organizational growth can happen rapidly. Both internal and external candidates deserve feedback when they are hired or not hired into leadership roles. My hope is that this inspires fellow busy and task-saturated leaders to offer out personalized feedback over canned messages when hiring decisions are made.