5 Signs Your Feedback Culture Is Holding Your Team Back

You’ve told your team you want feedback. You’ve said your door is open. You’ve even run a few training sessions. But something still feels off. People hesitate. Ideas stall. Tension simmers beneath the surface.

The truth? A feedback culture can look functional on the outside and still be broken at its core. In this article, we’ll explore five signs that your feedback culture might be quietly undermining your team’s trust, growth, and performance.

We all like to think we’re fostering open communication. But even the most well-meaning leaders can unknowingly create a feedback culture that stalls performance, erodes trust, and pushes talent out the door.

Here are five subtle, but powerful, signs your feedback culture may be doing more harm than good.

1. Feedback Only Happens After Problems

If the first time your team hears feedback is after something goes wrong, it’s too late. Reactive feedback teaches people to play it safe instead of learning and growing. High-performing teams thrive on feedback that’s proactive, not punitive.

• Fix it: Make feedback part of the rhythm, not the rescue. Schedule regular check-ins and reflections even when things are going well.

2. You Say “My Door Is Always Open,” But No One Walks In

A culture where feedback depends on the brave walking into the boss’s office is a culture of silence. Psychological safety doesn’t happen by invitation; it’s built through intentional effort and consistent behavior.

• Fix it: Go to them. Model vulnerability. Ask for feedback before offering it. Trust starts with the leader.

3. The Same Issues Keep Coming Up

If you're repeating yourself, it's not a communication issue; it's a culture issue. When feedback doesn't lead to behavior change, it’s likely being ignored, misheard, or resented.

• Fix it: Clarify expectations, follow up consistently, and make space for dialogue. Feedback isn’t a monologue. It’s a relationship.

4. You Celebrate Outcomes, Not Effort or Learning

When only the “wins” get spotlighted, people stop experimenting. They get stuck chasing approval instead of growth. That’s how innovation dies.

• Fix it: Recognize progress, learning, and well-intentioned risks. Your team will mirror what you reward.

5. You Can’t Remember the Last Time You Asked for Feedback

If you’re not receiving feedback as often as you give it, you're missing half the picture. Leadership without feedback is like flying without instruments; it might feel fine until it’s not.

• Fix it: Build systems that let your team reflect on your leadership. Anonymous forms, 360 feedback, and quick pulse checks go a long way.

The Bottom Line

A broken feedback culture doesn’t always shout, it whispers. And over time, those whispers shape your team’s trust, innovation, and performance. If any of these signs sound familiar, don’t panic. That awareness is the first step.

Feedback isn’t a moment. It’s a system. Build it thoughtfully, and your team will follow.

This article was also featured on Medium.

About the Author

Clayton Thompson, Ph.D., is a Colonel in the U.S. Air Force with over 20 years of leadership experience. He is the author of the upcoming book RA-RA Feedback: It’s Not a Moment. It’s a System! for building trust, accelerating growth, and creating a leadership advantage.