The team was doing good work. Deadlines met. Goals hit. But something was… flat. No sparks. No stretch. No breakthroughs.
So Quinn dug into the retros, the 1:1s, the quarterly check-ins. And what she found wasn’t a lack of feedback. It was a lack of movement.
The feedback existed, but it wasn’t landing, changing, or building anything. Too safe. Too vague. Too late.
What Was Broken
🔁 Feedback was backward-looking Most comments came after the fact. No room to shape the work in progress.
🤐 People were filtering for safety Even “constructive” feedback was watered down — more palatable than useful.
🛠️ Feedback became performance management Not learning. Not momentum. Just judgment.
What Quinn Rebuilt
✅ Real-Time Micro-Loops She shortened the gap between action and reflection. One-sentence nudges mid-project made more difference than end-of-month reviews.
✅ Feedback = Fuel, Not Scorekeeping They stopped using feedback as a grade. Instead, they used it to ask, “How do we go further with this?”
✅ No More Anonymous Sandbags Anonymous forms were replaced with structured, face-to-face reflections. Not to police tone, but to build trust.
✅ Response Rounds Feedback wasn’t the end of a moment, it was the start. People were encouraged to respond, rethink, and rebuild together.
Quinn’s Takeaway
Feedback isn’t broken because it’s missing. It’s broken because it’s frozen. If your team isn’t evolving, maybe it’s not more feedback they need; it’s a loop they can actually move through.
Teaser for Episode 20: The Burnout Bargain
In Episode 20, Quinn confronts a sneaky trap: the high-performer who’s always “fine.” But behind the reliability is exhaustion. And behind that? A workplace bargain no one meant to make.
