"I'm Open for Feedback"
"My door is always open! I love feedback!"
It’s the corporate version of a polite smile. The manager sits back, nods along while you share a genuine operational issue, says "Thank you for sharing that," and then... absolutely nothing happens.
Week after week, the exact same problem persists.
This is the art of performative feedback. The manager gets to check the box for being an "approachable leader," while treating your input like junk mail. They nod, smile, and throw your ideas directly into a mental paper shredder the second you leave the room.
Pretending to listen is actually worse than not asking at all. It tells your team that their voice is just a theater prop.
The Resilience Reality Check
Asking for feedback without any intention of taking action destroys psychological safety. When people realize their input goes nowhere, they stop caring and stop speaking up altogether.
Here is how a resilient manager handles feedback with integrity:
Close the loop every time: If someone takes the time to give you feedback, you owe them an update. Even if the answer is "we can't change this right now," explain why.
Separate listening from agreeing: Being open to feedback doesn't mean saying yes to everything. It means giving input a fair, honest review and communicating decisions clearly.
Track action, not promises: Stop saying "I'll look into it." Give concrete next steps, set a timeline, and follow up.
Reward honesty: When someone brings up a tough truth, thank them and take it seriously. Resilient leaders protect the people who point out broken systems.
If you aren't going to act on feedback, stop asking for it.
Stay patched,
Nagham
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