This Tiny 3-Line Email Builds Trust (And Stronger Teams)

Asking for feedback feels scary.

It’s like handing someone a mic and saying—“Tell me where I suck.”

No leader wants to feel exposed.

But brave beats safe.

Every time.

Here’s how to do it without overthinking.

Laszlo Bock used this at Google to build trust inside high-performing teams.

If it worked there, why not here?

Once a month, send this 3-line email to your team titled “Help Me Get Better At Helping You”:

1. What’s one thing I currently do that you’d like me to continue? 2. What’s one thing I don’t do enough that you wish I did more? 3. What can I do to make you more effective?

Think of this email like opening a small window.

Fresh air starts to flow.

Soon, the whole room starts to breathe easier.

The first question locks in what’s working.

What’s one thing I currently do that you’d like me to continue?

It’s your cue to double down on what’s landing.

Celebrate it—so you don’t kill it by accident.

Because positivity isn’t fluff—it’s fuel.

The second? 

A volume knob.

What’s one thing I don’t do enough that you wish I did more?

You’re probably doing the right thing—just not enough.

This isn’t about reinventing yourself.

It’s about leaning in.

The last question flips the focus.

What can I do to make you more effective?

It clears the path.

It’s not about your performance—it’s about their success.

You’re not defending your role.

You’re removing blockers.

That’s it.

Three questions.

One mindset shift.

The message?

Please help me improve.

And here’s the thing—I hate the word “feedback.”

It sounds like judgement. 

Like a slap dressed up in a compliment.

It’s no wonder most people flinch when they hear it.

In most workplaces, it only shows up once a year during performance reviews.

It’s wrapped in a stale feedback sandwich of fake praise, real criticism, and one more forced compliment.

Let’s stop pretending that’s helpful.

Now compare that to advice.

Feedback says: Here’s what you did wrong in the past.

Advice says: Here’s what might help next time.

See the shift?

Feedback stares in the rear-view mirror.

Advice looks through the windscreen.

The three questions above? 

They’re not grading you.

They’re not digging up the past.

They ask for advice.

They pull you forward—not backward.

And that’s why they land softer.

They feel more like support than critique.

Anyway.

Send the email.

And watch what happens.

This signal spreads.

When one person—especially a leader—starts asking, others follow.

They ask each other.

And soon, there’s a breeze of honesty blowing through the room.

So.

Ready to crack that window open?

Or are you still breathing stale air?

PS. Do you struggle to set yourself apart from your competitors? Does your tone of voice lack a little personality? Either way, get in touch and I’ll help you become remarkable. Or get more communication advice that doesn't suck here.