The Power of Honest Feedback: A Key to Unlocking Growth

As we enter the annual performance review season, it’s a critical time for leaders to reflect on the importance of feedback. Over the years, I’ve learned that the most impactful feedback I’ve received—and given—has been candid, even when it was hard to hear. Candor in feedback not only accelerates personal growth but also strengthens team performance and drives lasting results.

My CEO once told a group of leaders at Redfin, “You’ll be surprised what people can handle hearing.” He emphasized that people can handle honest, truthful, and candid conversations. I’ve put this into practice and found it to be true. The key is delivering feedback with care, but not shying away from the truth.

In my own career, honest feedback has shaped me in profound ways. Here are a few examples that demonstrate why candor matters.

“The sweat was worth it.”

One of the most memorable pieces of feedback I ever received was during a high-stakes meeting early in my leadership career. I was tasked with delivering a kick-off speech to a team of 50 employees after we launched a new service. It was my opportunity to gain their buy-in and establish myself as a leader they could follow. Despite my confidence in the plan, nerves got the best of me, and as I stood at the front of the room, I could feel the sweat starting to pour. My light gray shirt turned dark, and by the end of the meeting, I was certain I had failed.

Embarrassed, I retreated to my office. That’s when a trusted colleague stopped by. ”Hey! Best meeting we’ve had in a long time. We’re behind you. Oh, and the sweat was worth it,” she said with a straight face, signaling that everyone had noticed.

That moment of candid feedback wasn’t just about the sweat. It was a reminder that despite my discomfort, the team believed in the vision. It also pushed me to improve my speaking skills—feedback I wouldn’t have taken as seriously if it had been sugarcoated. Today, my largest audience without breaking a sweat is 2,200 people, with a goal of speaking in front of 5,000+.

“I’m worried he's a one-hit wonder.”

Another pivotal moment came after leading a team that had six consecutive months of exceeding our sales targets. Feeling confident, I sought feedback from peers and received a lot of generic praise like, “Keep doing what you’re doing,” and “You’re on the fast track.” Then, during a sync with my HR business partner, I heard something that stopped me in my tracks. During a recent talent assessment, our most senior brokerage leader had said, “He's had a good run recently. I’m worried he's a one-hit wonder.”

At first, I was stunned. After months of praise, hearing that felt like a punch to the gut. But when I considered the source, I realized the feedback was invaluable. This senior leader had seen many leaders rise and fall, and she was setting a higher standard for me.

That comment completely changed how I perceived high performance. I learned that true performance isn’t measured over a few successful months—it’s about delivering consistent results over 18 to 36 months again and again. That feedback planted a seed that keeps me focused and drives me to ensure I’m never a “one-hit wonder.” To this day, I’m grateful to my HR business partner for not holding back on delivering this feedback, unfiltered.

“If you want to make more money, close more deals.”

One piece of feedback I received during an annual review was simple but powerful: “If you want to make more money, close more deals.” At the time, I was juggling both sales responsibilities and extracurricular projects—voluntarily leading initiatives that impacted teams outside of my own. While my team hit our sales targets, we didn’t exceed them. Yet, I had improved the results of the projects I was involved in and felt I deserved to be compensated for that impact.

When I asked for a bonus based on my work on those initiatives, my boss set the expectation clearly: I was compensated for driving sales, not for extra projects. He challenged me to think about where I was investing my time. Would I have earned more if I had spent that time driving the results that directly impacted my compensation? The answer was yes.

That feedback changed the way I approached my role the following year. I focused more on sales and my team’s direct performance, rather than spreading myself thin across multiple initiatives. As a result, my team exceeded its targets, we grew market share—and I earned more.

Initially, I didn’t feel valued hearing that feedback, but I remembered who it was coming from. My boss had established a pattern of candid feedback with me, and they had been where I wanted to go. This was feedback I needed to hear to change my behavior and improve my performance and compensation.

The Importance of Candor in Feedback

As you approach performance review season, take a moment to reflect on the best feedback you’ve ever received—how has it shaped your leadership? Let it prime your mindset. It’s important to remember that going through the motions won’t change behavior. Telling an average performer, “You’re crushing it,” just to make them feel good won’t do you, your employee, or your organization any favors.

Instead, focus on giving specific, actionable feedback that helps employees understand where they need to improve and how they can get there. Honest feedback, delivered with clarity and care, can drive real growth. When you give feedback, you’re not just addressing the present; you’re planting a seed for long-term development. It’s a leader’s responsibility to nurture that growth over time, allowing employees to rise to the challenge and exceed expectations.

Your role as a leader isn’t to shield your team from hard truths but to guide them toward their full potential. When you address areas for improvement directly, you’re giving your employees the tools they need to elevate their performance—and that’s what will truly move the needle for your organization.

Share your story

What’s the most impactful feedback you’ve ever received? Share your story in the comments below! If you’d like me to speak to your team or organization about how to unlock growth through candid feedback, feel free to reach out. If you like leadership, real estate, and tech stories, follow me for more.