The Trust Factor: 5 Practices for Delivering Effective Feedback

Feedback fuels growth and strengthens relationships. Whether you're recognizing a win, encouraging improvement, or delivering tough news, feedback helps people move forward—when it's grounded in trust.

But for feedback to be effective, it needs a solid foundation—and that foundation is trust. When trust is present, feedback is easier to give and receive, and far more likely to lead to positive change. Without it, even well-intentioned feedback can come across as criticism, cause tension, or be avoided altogether.

Trust isn’t something we’re given—it’s something we earn over time. And in the context of feedback, trust is built through a pattern of behaviors that show others we’re reliable, respectful, and genuinely invested in their success. Here are five key practices to strengthen trust before, during, and after feedback conversations:

1. Show Care and Curiosity: Before offering feedback, take a moment to center your intent. When people feel seen, heard, and understood, they’re far more likely to engage in meaningful dialogue. Ask yourself:

• How will this help this person?
• How do they like to receive feedback?
• Am I open to their perspective, too?

2. Speak with Clarity and Kindness: Clarity builds trust. Don’t hedge or sugarcoat feedback to the point of confusion—but don’t be blunt either. Speak directly, use examples, and balance honesty with empathy.

3. Protect Psychological Safety: Avoid blame, judgment, or surprises. Set up conversations in a way that gives the other person space to process and respond. When people feel safe, they’re more open to reflection and change.

4. Be Consistent and Follow Through: Trust grows when people know what to expect from you. Keep your commitment to support the other person—especially after a feedback conversation. Follow-through shows that you’re invested in their growth, not just their performance.

5. Ask for Feedback Too: Trust deepens when feedback flows in both directions. When you invite feedback—and respond to it with openness—you model humility, psychological safety, and a growth mindset.

Every interaction is a chance to build—or break—trust. The more intentional we are about how we show up in these moments, the more effective, human, and impactful our feedback becomes.Lead one conversation this week with care, openness, and a commitment to grow together.

Paul MacLoughlin, PhD, is a leadership development consultant, executive coach, and talent strategist. His passion is to enable individual, team, and organizational performance through people focused solutions. Paul has over 25 years professional experience working across multiple industry sectors, and organizations. Through his consulting practice he supports leaders from global fortune 100s to local non-profits. Outside of his consulting practice, Paul teaches Management classes at the College of Charleston, and he is active in his local community.

Editor note: Paul is leading an Ignite Performance workshop at the Charleston Learning Center. Learn more and register HERE.