Home > Tactics > Team Culture > Transparent Feedback and Radical Candor

Problem: Team members may struggle to grow if feedback is vague, delayed, or feels overly critical.

Solution: Use Radical Candor by giving clear, timely feedback that focuses on specific behaviors, combining honesty with care, and documenting “Deltas” (improvements) and “Plusses” (strengths) to foster growth and learning.

Intro:

Look for a way to both care personally while challenging directly, creating an environment where feedback is both compassionate and constructive.

Feedback processes should be structured into two sections: “Deltas” (areas for improvement) and “Plusses” (strengths to continue). This format encourages honest, actionable conversations that help each team member grow without compromising psychological safety.

Transparent feedback in a team culture means feedback is immediate, specific, and documented. Each piece of feedback is focused on the behavior, not the person, which makes it easier for people to accept and act on constructive criticism.

Transparent, documented insights ensure that feedback is accessible, and everyone benefits from shared learning. Achieving clarity in feedback involves understanding how success was achieved and not just whether goals were met.

Tools:

• Provide Immediate Feedback. Deliver feedback as soon as possible to ensure it remains relevant and actionable. Avoid waiting for formal reviews; address issues or commend achievements in real time.
• Be Specific and Concrete. Use low-context language with clear examples. Avoid vague feedback like “do better” or “be more proactive,” instead opting for clear directives: “During client meetings, increase engagement by asking at least two questions per discussion.”
• Document Feedback. Keep a record of feedback in the Single Source of Truth . Documenting both “Deltas” and “Plusses” ensures feedback is visible and helps track progress. Transparent documentation also facilitates collective learning.
• Be Direct and Honest, Yet Supportive. When delivering “Deltas,” use clear and straightforward language. Avoid softening critical points too much, as it may dilute the message. Emphasize both honesty and care; maintain a tone that’s constructive, not critical.
• Focus on Observed Behavior, Not Personality Describe specific actions or behaviors rather than making it about the person. For instance, instead of saying, “You’re disorganized,” try, “In our last project, tasks were delayed because they weren’t prioritized on time. Let’s work on creating a clear timeline at the start.
• Explain Why the Change in a Delta is Necessary People are more receptive to feedback when they understand its importance. Clarify how the change benefits both their personal growth and the team’s success. For example, “Improving project tracking will help us hit deadlines and avoid last-minute stress.”
• Promote Asynchronous Reflection For substantial feedback, provide it asynchronously so team members have time to review and reflect before responding. This method respects diverse working styles and allows for more thoughtful feedback processing.
• Publicize Learning Opportunities Share feedback, when appropriate, within relevant teams to allow everyone to learn from individual experiences. Ensure it remains constructive and focused on improvement rather than critique of individuals.
• Encourage Iterative Growth Feedback should guide team members toward aspirational, continuous improvement. Frame feedback with forward-looking goals, focusing on progressive steps toward those goals.
• Build Psychological Safety. Foster an environment where people feel comfortable giving and receiving feedback. Build informal connections to support a trust-based culture, emphasizing that feedback is about the work, not the person.
• Establish a Consistent Cadence for Feedback Exchanges. Create regular opportunities, like weekly check-ins or monthly retrospectives, for team members to discuss feedback openly. Routine conversations help normalize feedback and make it less daunting.
• Focus on Intentions as Well as Outcomes When giving feedback, acknowledge the person’s intention if it was positive, even if the outcome didn’t meet expectations. This reinforces a culture of risk-taking and growth rather than fear of making mistakes.
• Use “Plusses” to Build Morale Be mindful to give more positive feedback than negative over time. Highlighting “Plusses” helps reinforce good behaviors, build morale, and make people more receptive to constructive criticism when needed.
• Encourage Peer-to-Peer Feedback Cultivate an environment where team members can comfortably give feedback to each other, not just from managers. This fosters a culture of collective responsibility and builds stronger team cohesion. To solicit this, encourage people to ask for feedback by saying “will you coach me?”