Feedback is a critical part of growth, both personally and professionally. However, for an organization to be successful, its leadership needs to be able to hear critical feedback. This is easier said than done, though. Most people are extremely hesitant to offer negative feedback, especially when providing that feedback to their supervisor. One way to increase this type of communication is through informal 360 listening sessions. To make this work, participants first need to be assured of their complete amnesty. This can't be lip service, either. Do not respond defensively when you hear negative feedback about your performance. Instead, value their perspective, and work to build trust. These types of feedback sessions, when performed properly and over time, will become ingrained in your culture and will offer far more insight than a formal survey process might. Approaching communication with openness and trust will go a long way in increasing successful workforce outcomes.