Creating a Feedback Culture

We've all heard the feedback statistics. 65% of employees say they want more feedback, while only 58% of managers think they give enough feedback. As a result, both sides often feel like they are fighting a losing battle. The key to logging a “W” is in your game plan! It’s time to create a culture that allows feedback to emerge naturally. You can start with these strategies:
Always Be Available
Do more than say you have an “open door policy” – actually keep your door open! When lines of communication are constantly open, it is easier to give feedback when necessary.
Make Feedback Regular
Feedback is a process that requires constant attention. When something needs to be said, say it. This way, problems won’t “snowball” out of hand. Also, there are fewer surprises during formal feedback meetings if informal feedback has been frequent.
Make Positive Feedback the Norm
We mustn’t forget the praise! It is just as important – and often offered much less – than constructive feedback. Be sure to seize the opportunities to recognize successes, no matter their size.
Teach Your Team to Self-Evaluate.
Most people already know the areas they need to work on, so encourage them to reflect and take action accordingly. Teach them to ask these questions of themselves: “What’s working?” “Where am I getting stuck?” and “What will I do differently next time?” The best “lesson” anyone can get is that which comes from their own learning.
Establishing a culture that encourages feedback is a good step toward happier employees and managers. And that’s a “W” for everyone! If you have any questions on this topic, please contact us to learn more.

- Responsibility, Discipline, Achiever, Relator, Learner
Marisa Gift
Marisa Gift, Learning & Development Manager, began her career in 2002. With experience in higher education and professional development, she brings valuable expertise to her role at Lutz.
Focusing on curriculum design and training facilitation, Marisa creates comprehensive learning programs that support the firm's professional growth. She develops customized training content, facilitates engaging sessions, and helps lead the Development Lead program and feedback processes. Marisa takes a well-rounded approach to learning design—starting with understanding the needs and ending with content that’s practical, relevant, and fun. What she enjoys most is seeing the learning process in action—watching people connect the dots and use what they’ve learned to grow professionally. Her background in communication and education enables her to translate complex topics into accessible learning experiences that resonate with learners across the firm.
Marisa lives in Omaha, NE, with her husband Alan, their children Tyler and Sienna, and their dog Tippy. Outside the office, you can find her cheering on her kids at ice rinks and soccer fields, singing, playing piano, and supporting the Drake Bulldogs.
Recent News & Insights
Recruiting medical talent? Know the Tax Implications of Modern Compensation Packages
How Stay Interviews Help Retain High Performers
The Importance of Hiring an M&A Team
Treasury Management: Strategies to Improve Financial Stability & Growth

