Performance feedback can sometimes feel awkward or even a bit scary, whether you are giving it or receiving it. But what if we told you that with the right approach, feedback can become one of the most powerful tools for building a motivated, high-performing team? In this post, we will show you how to make feedback at work a positive, helpful, and even enjoyable part of your everyday culture.
Ready to ditch the dread and embrace feedback that really makes a difference? Let us dive into some practical, down-to-earth tips you can use straight away.
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Start with a Conversation, Not a Monologue
Too often, feedback is delivered as a one-way speech, leaving the other person feeling talked at rather than listened to. Flip the script! Make feedback a two-way chat. Start with questions like, How do you feel that project went? or What do you think went well, and what would you do differently next time? This invites your team member into the discussion, helps them reflect on their own performance, and often uncovers insights you might have missed.
When you approach feedback as a conversation, people are much more likely to open up, share their perspectives, and buy into the next steps. Plus, it just feels friendlier and less formal.
Be Specific, Not Vague
No one likes wishy-washy feedback. If you tell someone, Good job or You need to improve, it does not really help them understand what to keep doing or what to change. Instead, get specific. Try, Your report was well-structured and easy to follow, which made it much easier for the client to understand, or, I noticed you missed a couple of deadlines this month. Let us chat about what got in the way and what could help for next time.
Specific feedback gives people clear direction and shows that you are paying attention. It also makes praise feel more genuine and constructive points feel more useful.
Balance Positive and Constructive Points
Feedback should not be a list of everything that went wrong, nor should it be all compliments with nothing to build on. The most effective feedback balances the positives with the areas for growth. Think of it as a see-saw – both sides matter.
Try the well-known method of starting with something that went well, then moving on to what could be better, and finishing with encouragement or support. For example, I really liked how you handled that customer complaint – you stayed calm and professional. Next time, try checking with the customer if there is anything else you can do before ending the call. Overall, you are making great progress, and I am here if you need any support.
Make Feedback Timely and Ongoing
Do not save feedback for the annual review! The best feedback happens as close as possible to the event, while it is still fresh in everyone’s minds. If you see something that deserves praise or needs correcting, address it soon. This helps team members connect your feedback to their actions and makes it easier to adjust or repeat behaviours.
Regular feedback – both formal and informal – builds trust and keeps everyone on track. It also prevents surprises when it does come time for those official performance reviews.
Focus on Growth and Support
The point of feedback is not to catch people out, but to help them grow and succeed. Frame your conversations around development. Instead of saying, You did this wrong, try, Here is how you could approach this differently next time, or, Let us work together on a plan to build your skills in this area.
Show that you are invested in your team member’s development and are there as a coach, not just a critic. This makes feedback feel supportive, not threatening, and encourages people to take ownership of their progress.
Empathy and Ongoing Conversations
Remember, everyone has off days and faces challenges. Approach feedback with empathy. Ask about any barriers they faced and listen without judgement. Sometimes, what seems like a performance issue is actually a sign that someone needs more resources, time, or support.
Make feedback an ongoing conversation, not a one-off event. Check in regularly, celebrate small wins, and keep the lines of communication open. This builds a feedback-friendly culture where everyone feels safe to learn and grow.
Ready to Master Performance Feedback?
If you want to boost your confidence and skill in giving feedback, our Managing Performance Training Course is packed with fun, practical tools and real-world scenarios to make feedback easier, more effective, and even enjoyable. Whether you manage a big team or just want to improve your people skills, you will walk away with strategies you can use immediately.
Click here to find out more and book your spot on our next course. Let us make feedback work for you – and your team!
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