In my nearly 30 of working with Animal Health and Veterinary professionals and employers, one truth has stood out time and again: the best leaders are the ones who give and receive feedback with heart, clarity, and intention.
Feedback, when offered with genuine care, is one of the most powerful tools we have to build growth, develop strong teams, and build resilient organizations. And yet, many of us struggle with it, both in giving it and receiving it. Why? Because feedback, at its core, is not just a communication skill. It’s a trust-building practice.
That’s why I believe in a simple but powerful truth: feedback is a gift, but only when it’s delivered from the heart and received with an open mind.
Why Feedback Matters
Feedback isn’t about pointing out flaws or asserting authority. It’s about creating clarity, unlocking potential, and strengthening relationships.
It answers essential questions:
- How am I doing?
- Where can I improve?
- What’s expected of me?
- Do you see and value my contributions?
When done well, feedback builds confidence and alignment. When done poorly (or not at all), it can lead to confusion, resentment, and disengagement.
Think about the best manager, mentor, or colleague you’ve ever had. Chances are, they gave you honest, helpful feedback that made you better. They saw something in you and took the time to help you grow. That’s the true spirit of feedback: a gift rooted in care.
Why Feedback Must Be Grounded in Trust
There’s a reason people bristle when they hear the phrase “Can I give you some feedback?”
Even if the intent is good, feedback that lacks empathy can feel like judgment. And feedback that lacks clarity can feel like noise.
To truly be effective, feedback must come from a place of both head and heart. You need the brain’s logic (facts, timing, structure), but also the heart’s intention (kindness, curiosity, and connection).
Connection sustains trust. Trust sustains growth. And growth sustains performance.
This is especially important for hiring managers and leaders. If your team doesn’t trust your intent, they won’t trust your words. That’s why feedback must always begin with relationship.
How to Give Feedback That Builds People Up
Giving feedback is a leadership skill that requires practice, patience, and perspective. Here are five principles I encourage all hiring managers and team leaders to follow:
1. Assume Positive Intent
Start from the belief that people want to do well. Your feedback is there to help them succeed, not tear them down.
Say this: “I know how much you care about doing great work. Can I share something that might help you grow even more?”
2. Be Specific and Objective
Vague feedback creates confusion. Instead of saying, “You need to improve your attitude,” say, “In yesterday’s team meeting, I noticed you were quiet and disengaged. Can we talk about what was going on?”
Clarity makes feedback actionable.
3. Time It Thoughtfully
Feedback is most effective when it’s timely. Don’t let issues fester or wait for the annual review. Address things when they’re still fresh, but be mindful of emotional states.
4. Make It Two-Way
Invite their perspective. Feedback should feel like a conversation, not a monologue.
Ask:
- “How did that situation feel from your side?”
- “What do you think could be done differently next time?”
End with Encouragement
Feedback should challenge, not discourage. End on a note that reaffirms their value and your belief in their potential.
Say:
- “I’m sharing this because I see your potential and want to help you succeed.”
How to Receive Feedback Like a Pro
Receiving feedback well is just as important as giving it. It requires emotional maturity, curiosity, and humility.
Here’s how to become someone who invites and grows from feedback:
1. Pause Your Defenses
It’s natural to feel defensive. Breathe. Don’t interrupt. Don’t justify. Just listen.
2. Assume Good Intentions
Even if the delivery isn’t perfect, assume the person is trying to help. Separate the message from the method.
3. Ask Clarifying Questions
Make sure you understand what they’re really saying. Don’t walk away with vague impressions. Ask for examples or suggestions.
Say:
- “Can you give me a specific example of what that looked like?”
- “What would ‘improvement’ look like to you?”
4. Reflect Before You React
Give yourself time to process. Not all feedback needs an immediate response.
5. Take What Serves You and Leave What Doesn’t
Not all feedback is equally valid. Consider the source and filter through your values. But resist the urge to discard feedback just because it’s uncomfortable.
Creating a Culture Where Feedback Is Normalized
The healthiest organizations are the ones where feedback is part of the culture, not just a performance management tool. When people give and receive feedback regularly, without fear or formality, everything improves: performance, trust, retention, and morale.
Here’s how hiring managers and leaders can create that culture:
- Model it. Ask for feedback often and receive it graciously.
- Normalize it. Treat feedback as an everyday tool, not just a high-stakes event.
- Celebrate it. Recognize when feedback leads to growth or positive change.
- Train for it. Give your team the language and framework to do feedback well.
Remember: feedback should never feel like punishment. It should feel like investment.
Why Feedback Matters
In high-stakes, emotionally demanding professions like Veterinary medicine and Animal Health, trust and communication are essential. Teams rely on one another under pressure. Mistakes have real consequences. Emotions run high.
That’s why feedback must be rooted in connection. You’re not just managing performance; you’re shaping the well-being of people who care deeply about animals, clients, and outcomes.
Whether you’re giving guidance to a new associate, coaching a technician, or navigating team dynamics, remember that how you give feedback matters just as much as what you say.
Feedback: The Gift That Fuels Growth
Feedback, at its best, is an act of respect, generosity, and belief in someone’s potential. It’s saying:
“I see you. I believe in you. And I care enough to help you grow.”
But feedback only works when it’s grounded in trust. And trust is built when you offer feedback not just to correct, but to care.
If you want to be a better leader, a stronger teammate, or a more impactful leader, start by mastering the art of feedback. Give it with empathy. Receive it with humility. And treat it as the gift that it truly is.