Feedback, Fear, and Small Steps That Matter

What I’m Noticing

People aren’t having honest conversations at work.

I see it across industries, and roles—individual contributors, leaders, teams.

There’s a lot that gets in the way of giving and receiving feedback.

• Avoiding confrontation and tension

• Uncertainty about how feedback will be received or if it will be

• Not feeling comfortable giving feedback upward

• The assumption that “no news is good news”

• Their plates are already full and they are moving from one thing to the next

People Don’t Realize the Impact They’re Having

Most of the time, people don’t see how their words, tone, or reactions land with others.

I like to operate under the principle that people are doing the best they can. Their intentions are usually good. But in moments of stress, pressure, or uncertainty, they don’t always recognize the ripple effect of their behavior.

And when communication is unclear, humans do what humans do: we fill in the gaps.
We assume and tensions can build.

But here’s what I’ve also noticed: small, structured ways to have these conversations make a huge difference.

A Simple Framework

Having a system—something as simple as a Start/Stop/Continue exercise creates a container for these conversations. When done well, they can build trust, improve performance, and remove the guesswork about what’s working and what’s not.
📌 Start/Stop/Continue method

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An Invitation to Notice

Take a moment to reflect:

• When was the last time you avoided giving feedback? What stopped you?

• What could be possible if feedback flowed in all directions—up to managers, down to direct reports, and sideways to peers? What would the risks be?

And if you’re a leader, go one step further:

• When was the last time you asked your team for feedback?

• What’s one small way you can normalize feedback in your team’s culture?

Even a single question can open up a powerful conversation.

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Why This Matters

When feedback becomes a habit, teams work better together.
When assumptions are replaced with clarity, trust grows.
And when people feel safe to speak honestly, they do their best work.

I help teams build these habits in a way that feels natural, not forced. If you’re thinking about making feedback a real part of how your team operates this year, let’s talk.

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Who Am I?

I’m Jess Regetta, an Organizational Consultant and Executive Coach. I launched Mindful People Solutions in 2021 to help leaders and teams create workplaces that foster well-being and drive results.

This newsletter is where I share tools, ideas, and reflections to help you create thoughtful, people-first environments. My hope is to support you in noticing—with kindness and intention—the things that make a real difference.

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This Month’s Inspiration

📚 Reading: Radical Candor by Kim Scott—One of my favorite books to read solo or with your teams when considering how to start building a culture of feedback.

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What About You?

I’d love to hear from you:

• What have you noticed about how you work together?

• Is there something you’re hoping to improve or lean into this year?

Drop me a note or reach out for a coffee chat—I’d love to hear what’s on your mind.

Until next time,
Jess
Founder, Mindful People Solutions