Introduction
Most organizations recognize the importance of feedback, but many still struggle to make it a consistent part of their culture. Some employees receive feedback only during performance reviews, while others experience feedback that feels vague, overly critical, or emotionally charged.
When feedback is inconsistent or poorly delivered, it creates confusion and erodes trust. Team members may begin to fear feedback or ignore it altogether. Opportunities for growth are missed, and small issues grow into larger challenges.
Without a clear approach, feedback becomes a stressor instead of a tool for development.
Solution
The TRUST Framework provides a practical and emotionally intelligent way to deliver feedback that builds connection and promotes growth. It helps leaders and peers offer feedback that is timely, respectful, useful, specific, and tied to shared goals.
When used consistently, the TRUST Framework helps normalize feedback as part of everyday work. It shifts the focus from blame to improvement, from judgment to learning.
SOAR teaches teams and people leaders how to integrate the TRUST Framework into one-on-ones, performance reviews, coaching sessions, and team meetings.
Action
To begin using the TRUST Framework in your organization, follow these steps:
- Train People Leaders on the Framework – Introduce the meaning behind each part of TRUST: Timely, Respectful, Useful, Specific, and Tied to Purpose. Provide examples that reflect your workplace culture.
- Practice in Real-Time Scenarios – Encourage role playing or simulations during team development sessions. Practicing difficult conversations helps leaders build confidence.
- Model It from the Top – When executives and managers give feedback using the framework, it signals that feedback is not just a process but a shared value.
- Use Feedback Templates or Prompts – Give teams easy-to-follow prompts to guide how they give feedback. This makes it easier for feedback to become a regular, low-stress part of work.
- Integrate Feedback into Team Rituals – Make feedback a standing part of your one-on-ones, sprint reviews, or end-of-project debriefs. When feedback is part of the rhythm of work, it becomes a habit.
Conclusion
Feedback should never feel like a surprise or a threat. It should feel like support.
By using the TRUST Framework, you create a culture where feedback is clear, constructive, and rooted in shared purpose. You help your team move from fear to learning and from silence to continuous improvement.
For questions about the TRUST Framework and other behavioral tools reach out to us on our Contact page to begin creating a more feedback-rich culture.