Why is honest feedback more important than silence? | Corporate Culture & Communication

Better a no than silence – Why is lack of feedback the biggest motivator killer?

“I submitted my idea, but there was no response.”
“I asked a question, but I didn’t get a response.”
“I don’t even know if anyone has addressed it.”

These are the phrases we hear again and again – from the workers. And as a leader, you have to take them very seriously. Because what at first seems like a small comment can quickly lead to deep demotivation – and that’s hard to reverse.

Most people do not expect all their ideas to be accepted. They expect their opinions to count. Someone to care. To get an answer – even if it means no.

Silence destroys

Lack of feedback is not neutral – it is destructive. No handhold, no direction, no feedback. The worker doesn’t know if what he did was good, bad or completely uninteresting. If this happens again and again, the intrinsic motivation slowly goes out.

“If they can’t hear me, why bother?”

There were colleagues who specifically said this:
“I don’t even do anything anymore. Why?”

This is where we not only lose a valuable person, but our organisational culture is damaged.

Feedback is not extra – basic principle

Transparent communication does not mean that all ideas automatically go through. It means that everyone understands why not.

• Too expensive? Let’s say it.
• Not a priority for that year? Explain.
• Is it not legally feasible? Let’s share.

Rejection is not a problem in itself – if the reason is understandable. The background to the decision helps you accept it, learn from it and move on.

The leader not only decides, but also explains

Feedback is the manager’s responsibility – but he or she should not be left to do it alone. You need processes and systems that don’t let feedback slip through the cracks:

• KPIs measuring response time, feedback rate or handling of incoming suggestions
• Clear responsibilities to monitor and feed back the fate of ideas
• Regular reconciliation at different levels – weekly, monthly, quarterly

If it works, feedback will not be a matter of luck, but part of the operation. And when communication is truly two-way – not just top-down, but backwards – it has a tangible impact on results:
higher engagement, better performance, lower turnover.

A milestone in the culture shift

Structured feedback is not just a good intention, it is a key step towards culture change. Towards a way of working where people dare to ask questions, give opinions, give feedback, because they know it matters.

AgadoPro and the Academy are actively supporting this:

• through project support,
• practical training,
• tools and methods,
  to ensure that communication is not just an end in itself, but becomes a daily activity.

In summary:

Feedback is not a bonus. It’s the basics.
Silence is not neutral – silence kills.
Leaders not only have a responsibility, they also need a tool.

Because if culture supports communication, communication supports people.
And people bring the results.

Culture change is not an event – it is a process. And this is an important milestone.

Attila Jezsó

Have a question? Contact us and together we will put together a tailor-made development package. We can even support you on the spot with consultants and coaches to make the change a success!

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