TL;DR: Feedback isn’t a gift—it’s your job. Create space for it, ask for it often, and give it regularly. Be clear and direct (skip the compliment sandwich), and try “magical feedback”: “I’m sharing this because I have high expectations and know you can meet them.”
Everyone says, “Feedback is a gift.” But let’s be honest—have you ever resented a gift? Or fumbled your way through giving one? It’s time to retire the metaphor. Let’s call it what it is: feedback is a responsibility.
Failing to give or seek feedback means you’re missing a core part of your job—and depriving Endeavor of a chance to get better.
Of course, that understanding doesn’t make the topic any easier! So, how can we thrive at this part of our job? This page breaks down how to build a culture of feedback and how to deliver feedback that actually lands.
Two people can have the best of intentions, be incredibly honest and proactive individuals in every aspect of their life, and yet still suffer from an unhealthy relationship when it comes to feedback. Because a culture of feedback is not something that happens. Human nature will compel people to avoid conflict, especially at a culture as friendly as Endeavor’s.
Therefore, you (especially if you are a manager) must create space of feedback. Here is how:
Ask for it
Saying “Whenever you have feedback, give it to me” won’t cut it. No one will take you up on it. Be proactive: you must ask for it. You must tell your report that they failing in their job if they do not deliver feedback upward, and ask your peers regularly for their take on how you’re doing. Don’t trust us? Read these quotes instead.
“I recommend instead focusing first on something much more difficult: getting employees to give candid feedback to the boss…Don’t just ask for feedback but tell and show your employees it is expected. Put feedback as the first or last item on the agenda so that it’s set apart from your operational discussions.” - Reed Hastings, ****No Rules Rules: Netflix and the Culture of Reinvention
“Start by asking for criticism, not by giving it…Bosses get Radically Candid guidance from their teams not merely by being open to criticism but by actively soliciting it.” - Kim Scott, Radical Candor
Give it constantly
Give feedback on all anything and everything, not just after major projects - and certainly more frequently than just performance reviews!
Constant feedback will allow you to become better at giving it, demonstrate that it’s not scary, and of course, deliver better outcomes sooner!
There is a cottage industry about how to give “good” feedback. As always, we encourage you to do your own reading. Here are just a few of our favorite pointers
There is a cottage industry about how to give “good” feedback. As always, we encourage you to do your own reading. Here are just a few of our favorite pointers.
Avoid the sandwich 🍔
We all know it, we’ve all done it. This is how it looks:
This approach waters down the message and dilutes the impact of the feedback —and can come off as insincere or condescending.
“Early in my career, I attempted to deliver a carefully crafted shit sandwich to a senior employee and she looked at me like I was a little kid and said: ‘Spare me the compliment, Ben, and just tell me what I did wrong.’” - Ben Horowitz, [Making Yourself a CEO](https://a16z.com/2012/10/17/making-yourself-a-ceo/#:~:text=Being CEO requires lots of,people in the short run.)
Magical feedback
Organizational psychologist Daniel Coyle coined a simple phrase that boosts performance by 40%:
“I’m giving you this feedback because I have high expectations, and I know you can meet them.”
Looking closer, the phrase contains several distinct signals:
You are part of this group.
This group is special; we have higher standards here.
I believe you can reach those standards.”
Check out his full (3 min read) piece here.
Looking to go deeper? These books and articles offer sharp, practical insights into how to give, receive, and normalize feedback.
**Radical Candor by Kim Scott:** a must-read on caring personally while challenging directly. Great for managers and peers alike.
**No Rules Rules by Reed Hastings & Erin Meyer:** a deep dive into Netflix’s feedback culture—what it takes to build a high-performance team where feedback flows freely.
**“Making Yourself a CEO” by Ben Horowitz:** A blog post with hard-hitting advice on feedback and leadership, including the dangers of the “shit sandwich.”
**Thanks for the Feedback by Douglas Stone & Sheila Heen:** focuses on how to receive feedback well—even when it’s poorly delivered or hard to hear.
**“Why Feedback Rarely Does What It’s Meant To”:** challenges common assumptions about feedback and why most systems fail—great for sparking deeper team discussions.
**“The Best Feedback Isn’t a Sandwich”:** a quick, sharp article unpacking why the compliment-criticism-compliment formula doesn’t work.
Got questions, ideas, or feedback about… well, feedback? Reach out anytime: [email protected] 🙂