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Feedbackers Wanted!
We’re reimagining feedback for the modern workplace with the launch of Feedback First 2.0, a complete rewrite of our original book. But this time, we’re taking a different approach:
We’re creating this book with your feedback from the very start.
We’ll be sharing everything as we go—no more keeping insights and writing under wraps until the book is finished.
By contributing your stories, ideas, and experiences, you not only help shape the new edition but also play a role in driving meaningful change in organizations and teams worldwide.
Reimagining feedback since 2016
In 2016, we published Feedback First, a guide to making feedback the foundation for organizational success. Nearly a decade later, we’re excited to introduce Project Feedback First 2.0—creating an updated edition based on years of leadership programs, coaching, workshops, hits, misses, and, of course, feedback.
While we hoped our book might spark a global feedback revolution (yes, we dream big), the reality is that "courageous conversations" are still rare.
According to 2024 research by Gallup and Workhuman*, only:
25% of employees strongly agree they receive valuable feedback from colleagues.
46% say they don’t get feedback from their manager as often as they’d like.
22% strongly agree they receive enough recognition for their work.
And yet, the same research outlines that the benefits of high-quality feedback are apparent:
Employees are 5x more likely to be engaged.
They are 57% less likely to experience burnout.
They are 48% less likely to be looking for a new job.
These findings highlight a critical gap—and a massive opportunity—to build workplace cultures where meaningful feedback and recognition don´t happen by accident but are part of how people work and learn.
Feedback First 2.0 is our answer to this challenge!
Why Feedback Is More Important Than Ever
Feedback remains the cornerstone of growth and collaboration, but the world has evolved. Post-COVID flexible work styles, global teams, and younger generations are making feedback conversations more nuanced, frequent, and complex.
In particular, hybrid work environments make meaningful feedback more challenging. Reduced face-to-face interaction limits spontaneous opportunities for addressing issues in the moment. Reliance on digital tools often leads to misunderstandings, and social isolation can provoke a sense of disconnection and trust, which are critical factors in stimulating open feedback.
These challenges highlight the need for reimagined feedback systems, and we've identified five key focus areas for Feedback First 2.0.
What's on Our To-Do List for Feedback First 2.0
How do you create a Feedback First culture?
Without clear structures, processes, values, and training, the push for continuous feedback can easily lead to a culture of avoidance, where difficult conversations are delayed or sidestepped altogether.
For example, companies like Apple and Microsoft have moved away from annual performance reviews in favor of regular feedback, but this shift did not come easy. Replacing outdated systems requires equipping employees and managers with the skills to deliver and receive meaningful feedback while tracking performance to support talent development and learning needs.
How can we adapt feedback to modern times?
Hybrid teams, new generations, and a greater focus on inclusion are reshaping workplaces. Feedback practices must evolve to address these shifts.
For example, the 2024 Gen Z and Millennial Survey* data suggest that aligning feedback practices with new generation values, such as purpose, well-being, and flexibility, is crucial for creating a positive and impactful feedback culture.
Simplifying Feedback: Small Steps, Big Impact
Simple models, quick wins, and spaced practice over time truly make the difference. But here’s the uncomfortable truth: most training is delivered as a one-shot approach and does not survive the short-term "daily grind". So we keep making the same mistakes over and over again.
We’ve been part of this ourselves. In our original book, Feedback First, we introduced the well-researched CLEAR+CALM model. Still, we recognize it can feel too complex to remember, making applying feedback in real-world situations harder than needed.
With Feedback First 2.0, we’re addressing this head-on. This edition focuses on building feedback habits that last and form part of the workplace culture. By breaking feedback down into small, practical steps, we’re making it easier to understand, apply, and sustain over time.
New Mini Case Studies: the Good, the Bad and the Ugly
From Volkswagen's emissions scandal to Boeing's 737 MAX crisis, we explore how poor feedback systems contribute to failure. We also draw lessons from examples like the Norwegian Ski Team, whose constant feedback culture drove Olympic success.
Embracing technology for better feedback
New technologies, especially AI, are revolutionizing how feedback is given, received, and refined. Today, tools can do much more than collect input—they can help us instantly analyze feedback data, uncovering patterns and insights we never had before. AI can also assist in preparing and practicing feedback, offering suggestions to frame conversations constructively, and even simulating uncomfortable scenarios to build confidence.
For example, platforms now use natural language processing to analyze team feedback trends, identify recurring themes, and pinpoint areas needing attention. AI in our meeting will analyze the tone and clarity of our communication, making feedback more empathic and actionable.
Feedback First 2.0 will explore how we can use these cutting-edge technologies while keeping the human connection at the forefront. The goal for AI– as Ethan Mollick describes in our favorite book, Co-Intelligence*** – is to invite AI to the table but be the human in the loop to make feedback more accessible, impactful, and personalized.
Introducing a New Co-Pilot
My trusted business partner and friend, Steven Becker, who co-authored the original Feedback First, is passing the co-writer seat to Martin Jensen Methlie—a rebel thinker in leadership and coaching. Martin's fresh perspectives reflect the evolving needs of leaders and teams, ensuring this edition is as forward-thinking as today's workplace demands.
Steven remains part of the crew as an adviser, coach, and leadership coach!
Your Feedback First!
Share your stories
Participate in an interview and share your experiences with feedback—what’s worked, what hasn’t, and what you’ve learned. Your insights will not only help us craft a practical book, but they will also spark a broader conversation about the power of feedback. If you’re interested in deeper collaboration or co-creation, we’d love to explore those possibilities with you.
Feature your organization’s feedback journey
Is your organization doing something remarkable with feedback? This is your chance to showcase your achievements and inspire others.
Stay in the feedback loop
Sign up with your email to get updates, sneak peeks, and exclusive content as the book—and the movement—comes to life. There’s no need to wait for the finished product; be part of the journey and see your contributions shape the future of feedback.
Sign up
Let’s reimagine feedback together!
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