The Awkward Conversation That Builds Trust. Why honest feedback is the foundation of growth—and how to give it well.
- Morolake Esi
- Jul 23
- 2 min read
Updated: Oct 6
When I first launched my business, I was thrilled to build my own website. As someone who considers herself fairly tech-savvy, I dove right in.
Once I had a draft, I was proud of, I sent it out to friends. The feedback? Glowing.
“Oh my gosh, this is wonderful! ” You did such a great job!”
Then I sent it to my daughter.
Her response? "We need to talk.”
When Feedback Is a Gift
She called me and, in the kindest way, told me how proud she was of me. Then she gently explained that while the site was good, it needed a more polished, modern look. She didn’t just say, “Make it better”—she showed me. Screenshots. Examples. Tips to improve mobile and desktop formatting. Some of it, I had wondered about. But without someone showing me, I wouldn’t have changed it.
I made the updates—and wow—the site looked much better.
Then I wondered: Why didn’t anyone else tell me the truth?
Feedback Builds Trust
The truth is, awkward conversations—when done with grace—can be game changers.
They build trust.. They improve performance. They help us grow.
Research shows that when people trust the intent behind feedback, they’re significantly more likely to act on it. It’s not just what you say—it’s why and how you say it.
4 Keys to Giving Feedback That Builds Trust
1. Intentions Matter
Feedback works best when it comes from a place of support. If someone feels like you’re judging or criticizing them, they’ll shut down. But if they know you care about their success, they’ll lean in.
Tip: Start with empathy. Build trust before offering critique.
2. Be Specific
Vague feedback creates confusion. Specific feedback creates clarity.
Instead of “This could be better,” try:
“Try simplifying the font and layout—it’ll help the content flow better.”
Studies show that specific, actionable feedback improves learning, motivation, and results.
3. Focus on Behaviors, Not Labels
Avoid generalizations like “You always...” or “You never...”
Instead, speak to the specific event:
“In yesterday’s meeting, I noticed you interrupted the client. It may have come off as dismissive.”
This keeps the conversation constructive and focused.
Why it matters: Labels lead to shame. Specifics lead to improvement.
4. Make It a Habit
Feedback shouldn’t be rare or formal. Make it frequent, reciprocal, and part of the culture.
When feedback is shared regularly—and received openly—it becomes a tool for growth, not criticism.
According to Gallup, employees who receive regular feedback are nearly 3x more engaged at work.
Let’s Normalize the Awkward Conversation
Try this in your next one-on-one:
✔ Share one piece of thoughtful, specific feedback
✔ Ask for some in return
✔ Keep it rooted in care and trust
When we normalize honest conversations, we don’t just improve performance—we strengthen relationships.
Need help creating a feedback-driven, high-performance culture in your business?
Gold People Solutions can help.
📞 848-863-9682📧 mesi@goldpeoplesolutions.com🌐 www.goldpeoplesolutions.com