Your team is divided on feedback interpretations. How can you bridge the gap and foster understanding?

Feedback should drive progress, not confusion. Misalignment often comes from different interpretations rather than disagreement itself. When we ensure feedback is clear, actionable and tied to shared goals, it becomes a tool for growth rather than a source of tension. Strong teams focus on understanding before reacting. By framing feedback as a way to refine and improve, we turn it into a bridge for collaboration rather than a barrier.

When your team is divided on feedback interpretations, the key to bridging the gap is creating an open, empathetic dialogue and ensuring everyone feels heard. Start by bringing the team together for a facilitated discussion where each person can share their perspective on the feedback.

Understanding each person’s interpretation of feedback criteria is crucial for effective communication. People bring different perspectives, experiences, and expectations to the table, which can influence how they perceive and respond to feedback. To bridge this gap, encourage open discussions where team members share their understanding of key criteria. Clarify definitions and align interpretations to ensure consistency. Actively listen and ask clarifying questions to uncover potential misunderstandings. By fostering a shared understanding, feedback becomes a tool for growth rather than a point of confusion or conflict, ultimately leading to improved collaboration and outcomes.

One thing I’ve found helpful in bridging the gap is encouraging open discussions after feedback sessions to clarify any misunderstandings and align on expectations. I actually disagree with giving feedback in a one-size-fits-all approach; different team members may require different communication styles to fully understand and absorb feedback. An example I’ve seen work well is when a team leader holds regular one-on-one sessions to ensure feedback is tailored and understood personally. This fosters an environment where feedback is seen as a tool for growth rather than criticism, building stronger team cohesion.

A common barrier to active listening is attempting to solve the problem while the person is still speaking. This tendency shifts focus away from truly understanding their message and instead places attention on formulating a response. As a result, the speaker may feel unheard or dismissed, leading to frustration and potential escalation. True active listening requires full presence—absorbing what is being said without immediately jumping to solutions. Once the person has fully expressed themselves, thoughtful reflection and clarification can help address the issue more effectively, strengthening trust and collaboration.

Equally important is clarifying why feedback is being given in the first place. When individuals understand the purpose behind feedback—whether for personal growth, team improvement, or achieving shared goals—they can determine if their personal motivations align with these objectives. Encouraging each person to reflect on their "why" fosters intrinsic motivation and engagement rather than resistance. If someone finds their values or goals misaligned, this opens the door for meaningful conversations about expectations, adjustments, or alternative roles, ultimately ensuring that everyone remains committed to a shared vision.

Empathy is essential in feedback, especially from a culturally aware perspective. Different cultural backgrounds shape how individuals give, receive, and interpret feedback. Some cultures value directness, while others prioritise harmony and indirect communication. By approaching feedback with cultural sensitivity, we create a space where people feel understood and respected rather than judged. Taking the time to learn about different communication styles and adapting accordingly fosters inclusivity, strengthens relationships, and ensures that feedback is received in a constructive spirit.