Michael Saltzstein Shares Why Feedback Loops Drive Trust and Performance at Work

Building Trust and Enhancing Team Output Through Feedback Loops with Insights from Michael Saltzstein

Workplace communication is often reduced to formal evaluations, rigid reports or occasional one-on-ones. But Michael Saltzstein urges a broader and more dynamic view, one where feedback loops are built into daily operations. These loops, defined by ongoing, two-way communication between employees and leadership, are essential for cultivating trust and enhancing performance over time. 

When feedback becomes continuous and constructive, employees feel heard and valued. They don’t have to wait for a quarterly meeting to know how they’re doing or to express the challenges they face. Instead, feedback becomes a normal part of the workflow, helping everyone course-correct in real-time and reduce the friction that often stalls momentum. 

Trust Begins with Transparency 

One of the biggest benefits of a feedback loop is the creation of transparency. When leaders openly share observations, context and expectations and invite the same from their teams, it dissolves fear and builds confidence. Employees are more likely to trust leaders who communicate clearly and consistently, especially when that communication is reciprocal. 

Trust isn’t just an abstract value. It translates into measurable outcomes: better collaboration, faster problem-solving and stronger retention. Feedback loops allow companies to build this trust into their culture, reinforcing openness at all levels. 

Performance Grows with Real-Time Insight 

Feedback loops empower performance by giving employees access to timely insights. Whether positive or corrective, specific and immediate feedback allows individuals to adjust behaviors, sharpen skills and better align with team goals. Waiting months to point out issues or to praise success misses valuable opportunities for growth. 

When feedback is ongoing, it reduces the stress and defensiveness often associated with annual reviews. Employees no longer feel surprised or blindsided. They see development as a process, not a judgment and become more receptive to coaching. 

Encouraging a Culture of Listening 

Feedback is only effective if it flows in both directions. Organizations that actively listen to their employees through surveys, pulse checks or candid conversations gain insights into morale, obstacles and innovation opportunities that might otherwise go unnoticed. 

Leaders who demonstrate that they value employee input build a culture where people are more likely to speak up, share ideas and raise concerns early. This proactive communication prevents issues from escalating and often leads to better decisions across the board. 

Embedding Feedback in Daily Operations 

Creating an effective feedback loop doesn’t require grand restructuring. It’s about consistency and intention. Some actionable steps include: 

• Holding regular check-ins instead of one-off performance meetings 

• Using collaborative tools that allow quick feedback on projects 

• Training managers to give constructive, real-time input 

• Encouraging peer-to-peer recognition and communication 

By making feedback a habit rather than a task, companies lay the groundwork for a more responsive and agile workforce. 

Michael Saltzstein believes that strong feedback loops aren’t just about improving productivity; they’re about reinforcing human connection in the workplace. When people know where they stand, feel safe sharing and see that their voices shape the organization, trust and performance naturally follow.