First, you must invest in developing feedback communication capacities just as you would other areas of professional development. You can offer employee feedback training in several ways, such as by bringing in a feedback expert to facilitate the training or assigning an internal leader to create a training program based on the many free feedback resources out there. Second, feedback development must be "always on." Some talent & development leaders will offer a fantastic training program, only to return to it years later. Like the art and science of human communication, which feedback is a part of, feedback learning should never stop. Third, dismantle feedback training silos. Some well-meaning HR leaders will offer people managers training on giving feedback while individual contributors get training on receiving feedback. This seriously short-changes employee development and reinforces unhelpful hierarchical power dynamics that can decrease organizational feedback literacy. All employees can benefit from learning to give, receive, and process feedback. In the feedback I've received on the training I deliver, many individual contributors have found immense value in learning how to give feedback; they've told me it helps them give feedback but also helps them understand how to receive it better. Likewise, people managers have told me that learning to receive feedback has helped them improve how they give it. Here is a blog post about this topic.