Imagine working somewhere feedback isn’t just encouraged; it’s expected, valued, and integrated into a company’s culture. At Agoda, this mindset is part of everyday life. Feedback is how we build trust, spark new ideas, and continuously improve as a global team.
Being direct and respectful is one of our core values, and we’re proud of the culture we’ve built. A culture where colleagues can openly discuss and share different perspectives, and know that through conversations and collaborations, we arrive at the best solutions together.
To dive deeper into Agoda’s feedback culture, several of our leaders came together for a panel discussion during aGROWda, our annual global learning week, to share their own stories about feedback: what it means, why it matters, and how it’s helped them (and all of us) grow.
In this blog, we’ll share some takeaways and learnings from our panel.
Feedback as a path to continuous learning
The panel discussion began with moderator Sharon Mirsky, Director of Product, inviting our executive leaders to share their most memorable feedback experiences. Right away, the group agreed: every piece of feedback, even the candid or uncomfortable ones, can be a turning point for growth.
When delivered with respect and received with an open mind, feedback helps us see our blind spots and discover new ways of working. But listening to feedback is just the first step—what truly matters is what we do next.
As Anna Suchopar, General Counsel, shared, “The key is to take feedback, listen with an open mind, and then decide what’s useful and what actions you want to take.” She added that everyone is empowered to take ownership of their growth by proactively seeking feedback, not just waiting for it to come their way.
Expanding on this idea, Idan Zalzberg, Chief Technology Officer, added, “If something is holding you back, look for practical workarounds. This could also mean teaming up with someone whose strengths complement yours. Not only does this help you perform better, but it also creates opportunities to recognize and appreciate others’ contributions.”
Feedback at every level: A culture built together
At Agoda, our feedback culture is a shared commitment that runs through every level of the company, and it takes intention and practice to build. As Mai-Linh Bui, Chief Financial Officer, explained, feedback is truly embedded in our company’s DNA: “We embrace a flat hierarchy where anyone can speak openly – even with the CEO or CFO. Feedback should be clear and actionable, supported by real examples, and shared with positive intent. Above all, we value growth and see feedback as a way to help each other improve.”
As people advance in their careers, the need for feedback doesn’t go away – it simply evolves.
“The more you grow in your career, the less feedback you tend to receive. That’s why, as you become more senior, it’s important to be proactive in asking for feedback,” noted Matteo Frigerio, Chief Marketing Officer. When leaders embrace feedback as a tool for growth, it encourages everyone at every level to keep learning, innovating, and supporting each other – laying the foundation for a culture of recognition and growth.
Building each other up, every day
The panelists emphasized that feedback isn’t just about pointing out what needs improvement. Positive feedback, in particular, plays a huge role in building confidence and motivation by celebrating strengths and encouraging new ideas.
As Damien Pfirsch, Chief Commercial Officer, summed it up, “Whenever someone does something great, let them know. Tell them, this is great, and here’s why it’s making a difference for others.” By making recognition a regular part of our work, we create an environment where people feel valued and inspired to keep doing their best.
| “If something is holding you back, look for practical workarounds. This could also mean teaming up with someone whose strengths complement yours.”
— Idan Zalzberg, Chief Technology Officer “The key is to take feedback, listen with an open mind, and then decide what’s useful and what actions you want to take.” —Anna Suchopar, General Counsel “The more you grow in your career, the less feedback you tend to receive. That’s why, as you become more senior, it’s important to be proactive in asking for feedback.” —Matteo Frigerio, Chief Marketing Officer “Feedback should be clear and actionable, supported by real examples, and shared with positive intent.” —Mai-Linh Bui, Chief Financial Officer “Whenever someone does something great, let them know. Tell them, this is great, and here’s why it’s making a difference for others.” —Damien Pfirsch, Chief Commercial Officer |
If you’re ready to be part of a company where your voice matters and growth is a shared journey, Agoda is the place to make it happen. Explore career opportunities at Agoda and join us on the journey!
