When Brutal Honesty Helps, And When It Hurts

In modern organisations, feedback is no longer a “nice‑to‑have.” It’s a strategic imperative, and a pulse check on culture, trust, growth, and vulnerability. On 15 October 2025, we met at Business Club 5 in Zagreb, Croatia, for Gecko HR Breakfast, to explore how feedback can be a true growth engine, and not just another HR checkbox.

How can we transform the feedback process into a sustainable, energising conversation, rather than a dreaded annual ritual? Here are some of the central questions we tackled to address this thought:

• Feedback is a cultural practice, not a formality – Speakers emphasised that feedback must live in everyday communication, not just during annual reviews or formal check-ins. It should be integrated into the team dynamic, based on trust, clarity, and consistency.
• Giving feedback requires preparation, empathy, and intention – Quality feedback is never improvised. Effective leaders gather context, prepare emotionally, and focus on long-term development, not just short-term correction.
• Feedback should feel safe and supportive, not judgmental – Panellists stressed the importance of psychological safety, especially when addressing difficult topics. Feedback delivered with care, respect, and genuine interest in the other person’s growth builds stronger connections.
• Receiving feedback is a skill in itself – Learning how to receive and process feedback, without taking it personally or defensively, is essential for professional growth. Leaders model this behaviour, making it easier for others to follow.
• AI tools can support feedback, but not replace human connection – While digital platforms can help structure and scale feedback processes, especially in growing organisations, the human touch, empathy, nuance, and emotional presence remain irreplaceable.

The Voices on Stage

It was a privilege to host our dynamic panel, led by Josipa Borić‑Novosel (3Collective), and featuring seasoned voices in HR, leadership, psychology, and business: Tanja Pureta, founder & CEO of Ramiro, a psychologist and consultant with two decades of experience in organisational development, Mura Kokotović, Director of Human Potentials at CROZ, who has scaled HR alongside a fast‑growing IT organisation, and Ivana Šuto, Director of Controlling at Styria Hrvatska, bridging numbers and narratives in leadership and culture.

Watch the Full Event Video

Missed the live session or want to revisit the insights? The full event recording is now available, including the panel discussion and Q&A. Click below to watch ⤵️

As our panellists reinforced, feedback isn’t a project you “launch and leave.” It’s an ongoing commitment: to transparency, to listening, to adapting, and to caring about people’s growth. The organisations that treat feedback as an engine often reap deeper trust, stronger connections, and more resilient performance.