The Feedback Effect: Building a Mentally Healthy Workplace Culture

In recognition of Mental Health Awareness Month, it’s essential to emphasize how well-delivered feedback—rooted in strong communication skills and positive intentions—can significantly enhance employee mental well-being. Feedback serves not only as a tool for performance improvement and growth but also as a vital element in cultivating a psychologically safe workplace that encourages open communication, reduces anxiety, and fosters trust.

Understanding Feedback

Feedback is critical information about an individual's performance, behavior, or work outputs, guiding them in relation to specific expectations or standards. When delivered effectively, feedback empowers employees to make informed adjustments, promoting both personal and professional growth. However, it is often perceived through a lens of negativity, which can undermine its potential benefits.

Types of Feedback

Evaluative Feedback
This type assesses performance against set criteria, often including ratings or scores. It answers questions like:

  • How well did the individual meet their objectives on a scale 1 to 10?

  • What is the quality of the work produced?

Characteristics:

  • Judgment-Based: Provides clear assessments (e.g., "You did well" or "This needs improvement").

  • Summative: Focuses on past performance rather than guiding future behavior.

  • Less Interactive: Typically does not invite discussion.

Developmental Feedback
This feedback aims to foster growth by focusing on specific behaviors and offering guidance for improvement. It encourages reflection on work and consideration of new strategies.

Characteristics:

  • Growth-Oriented: Highlights areas for improvement (e.g., "Consider this technique to enhance your presentation skills").

  • Formative: Supports ongoing learning rather than simply evaluating past performance.

  • Encourages Dialogue: Invites collaboration on implementation.

Feedback and Employee Mental Health

Constructive feedback is closely linked to mental well-being. When delivered in a psychologically safe environment, it reduces stress, builds trust, and enhances emotional health. Employees who feel valued are more likely to take risks and express their ideas without fear of judgment. Cultivating a feedback culture rooted in psychological safety fosters openness and engagement.

Research from the Harvard Business Review (2019) indicates that empathetic feedback can reduce workplace anxiety by 50%, reinforcing positive behaviors that lead to higher job satisfaction and lower turnover.

Psychological Safety: A Foundation for Feedback

Psychological safety—a term coined by researcher Amy Edmondson—refers to a shared belief that a team is safe for interpersonal risk-taking. Employees are more likely to view feedback as constructive when they feel secure and respected. Research published in the Journal of Applied Psychology (2020) shows that teams with high psychological safety excel in problem-solving and innovation, while also reporting lower stress levels and higher well-being.

Best Practices for Supporting Mental Health Through Feedback

To ensure feedback positively impacts mental health, consider these best practices:

  • Focus on Behavior, Not the Person: Target specific behaviors to keep conversations objective and focused on improvement.

  • Offer Solutions and Support: Provide actionable steps and reassurance to help employees feel supported.

  • Balance Criticism with Praise: Acknowledge strengths alongside areas for improvement to maintain self-esteem.

  • Create a Safe and Private Environment: Deliver feedback in a private setting to prevent humiliation.

  • Follow Up and Provide Continuous Support: Make feedback part of an ongoing dialogue to demonstrate your investment in their growth.

  • Enhance Active Listening Skills: Use frameworks like LAPAC (Listen, Acknowledge, Paraphrase, Answer, Confirm) to ensure effective communication.

Long-Term Benefits of Effective Feedback on Mental Health

Effective feedback positively impacts mental well-being and workplace culture. Clear, timely, and empathetic feedback builds trust, reduces stress, and enhances confidence. Gallup research (2022) shows that organizations prioritizing supportive feedback see a 21% increase in employee engagement and reduced turnover rates.

As we observe Mental Health Awareness Month, let’s recognize that thoughtful, constructive feedback can be a powerful tool for promoting mental health in the workplace. By fostering psychological safety and encouraging open dialogue, organizations can create an environment where employees thrive both personally and professionally.

Incorporating these strategies supports mental health and drives long-term success for individuals and organizations alike. Effective feedback is truly a win-win for all.

If you would like to learn more about FELIZ Consulting’s “Feedback and Performance Conversations”, “MUDS: Managing Up, Down and Sideways”, as well as our “Team Psychological Safety” programs, please get in touch!

References:

  • American Psychological Association. (2017). Workplace Stress and Mental Health: The Role of Feedback. APA Press.

  • Harvard Business Review. (2019). The Surprising Power of Feedback for Reducing Workplace Anxiety.

  • Journal of Applied Psychology. (2020). Psychological Safety and Its Impact on Team Innovation and Mental Health.

  • Gallup. (2022). The Importance of Feedback in Driving Employee Engagement. Gallup Research.

  • Journal of Applied Psychology. (2020). Psychological Safety and Its Impact on Team Innovation and Mental Health. Journal of Applied Psychology.

  • Deloitte Insights. (2021). The Workforce Well-being Imperative: Mental Health, Feedback, and Engagement. Deloitte Insights. Retrieved from https://www2.deloitte.com

  • CIPD (2020). Creating a Positive Feedback Culture: Impact on Mental Health and Organizational Performance. Chartered Institute of Personnel and Development (CIPD). Retrieved from https://www.cipd.co.uk

  • Mind. (2021). How Workplace Feedback Affects Mental Health: A Guide for Employers. Mind UK. Retrieved from https://www.mind.org.u

  • Society for Human Resource Management (SHRM). (2019). Building Psychological Safety Through Feedback: Key to Reducing Workplace Stress. SHRM Research. Retrieved from https://www.shrm.org

  • McKinsey & Company. (2021). Psychological Safety and Mental Health in the Workplace: How Effective Feedback Helps. McKinsey Insights. Retrieved from https://www.mckinsey.com

Monica Zionede Hall