How to Provide Constructive Feedback to Teams

The way you structure feedback can inspire change or defensiveness. This is my favorite recipe for feedback––and it's not the compliment sandwich. 🥪 Everyone talks about the importance of delivering feedback as soon as you see it. However, most managers get tongue-tied, even when they notice a pattern. Why? It's hard to bring up something in the right way, ESPECIALLY if it'll upset someone you care about and work with. It can feel easier to not bring it up at all. That's why this 4-step feedback format is a game-changer. Whether big or small, having a script keeps feedback clear and kind. Here's how it works: 🍽 Start with some table setting. It's helpful to know if your teammate is ready to receive feedback. You can say, "Are you in the head space to hear some feedback right now?" or "I have some thoughts on ways we can improve this process, are you open to hearing it?" 👀 Step 1: Action Noticed. Clearly state the action or behavior that you noticed. This could be a one-time behavior or a pattern. Calling this out can focus the conversation. For example, "I noticed that you've been coming to our team retros late." 📆 Step 2: Specific Situation. The best feedback is specific. Offering situations where this happened can ground the conversation beyond opinions. For example, "I’ve had to ping you for the last three retro meetings, usually after 10-15 min." ❤️🩹 Step 3: Impact of Behavior. This part explains the "why" behind you bringing this up. It helps show the impact of this behavior on processes or the rest of the team. "Our team really values your opinion and so we often delay our discussion for when you arrive." ⏯️ Step 4: Ask to Continue or Change Behavior. Finally, this request suggests next steps to take based on this feedback. You can also pose it as a question if you'd like to co-create a solution. For example, "What normally gets in the way for you? Would it be helpful to move this retro?" This format works great for praise and for constructive feedback. It's also a great habit that helps managers notice feedback they're sitting on or haven't actioned yet. Once a week, challenge yourself to format a piece of feedback! How do you format your feedback or praise? Let me know in the comments! #feedback #leadership #management #peopleops #hr #peopleexperience

When I first stepped into a management role, my focus was on maintaining 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗶𝘁𝘆 and 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗶𝗻𝗴 my team’s efforts. I believed that since they were professionals, they must already be aware of their own 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁. I didn’t want to make anyone 𝗳𝗲𝗲𝗹 𝘂𝗻𝗰𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 or risk being disliked—I was a people pleaser at heart. However, in my eagerness to stay upbeat and 𝗮𝘃𝗼𝗶𝗱 𝗰𝗼𝗻𝗳𝗿𝗼𝗻𝘁𝗮𝘁𝗶𝗼𝗻, I overlooked crucial opportunities for growth and development. It was a hard lesson to learn, but it taught me that feedback isn’t just about praise—it’s about 𝗴𝘂𝗶𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗼 𝗲𝘅𝗰𝗲𝗹. Research shows that 𝟲𝟱% of employees want more feedback and are eager to learn and grow. Yet, without 𝗺𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗮𝗻𝗱 𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸, we're missing a key opportunity to develop our teams effectively. It’s not just about being positive; it’s about being 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 and setting boundaries that help our team members 𝘁𝗵𝗿𝗶𝘃𝗲. Here are five steps to give feedback like a pro: 𝗕𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰: Focus on specific behaviors or situations rather than general traits. Clear examples make feedback more actionable. 𝗕𝗲 𝘁𝗶𝗺𝗲𝗹𝘆:  Provide feedback as close to the event as possible to ensure it’s relevant and can be immediately applied. 𝗕𝗲 𝗯𝗮𝗹𝗮𝗻𝗰𝗲𝗱:  Combine positive feedback with constructive criticism to motivate and guide improvement without demoralizing. 𝗕𝗲 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲:  Engage in a two-way conversation where you listen to their perspective and work together on solutions. 𝗕𝗲 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲:  Offer guidance and resources to help them address the feedback and grow from the experience. Setting boundaries and delivering actionable feedback are skills that can be learned and refined. If you’re struggling to provide the kind of feedback that fuels growth and motivates your team, I’m here to help you navigate that journey. 📈 Ready to transform your feedback approach and help your team grow? Let's connect and unlock the potential within your team together. #Leadership #Feedback #TeamGrowth #Management #EmployeeDevelopment #ConstructiveFeedback #ProfessionalGrowth

Giving feedback is one of the most important jobs of a leader, but doing it in a way that’s both direct and constructive takes some finesse. It’s not just about telling the truth—it’s about doing so in a way that uplifts rather than discourages. Here are a few principles I’ve relied on that can help you give feedback that truly supports growth: ✅Start with care: People are more open to feedback when they know it’s coming from a place of genuine support. Show that you’re invested in their success. ✅Be specific and actionable: Vague feedback doesn’t help anyone. Focus on specific behaviors and offer concrete ways to improve. This helps the recipient know exactly what they can work on, instead of wondering if what you shared was actually feedback or not! ✅Stay future-focused: Feedback should always look forward. Instead of dwelling on past mistakes, keep the conversation centered on what the person can do to improve going forward. Think of it like driving a car: your windshield is bigger than your rearview mirror because there’s more opportunity ahead than behind. ✅Balance challenge with support: Feedback shouldn’t just point out areas for improvement—it should also highlight strengths and superpowers. Striking that balance helps people see what’s working while understanding where there’s room to grow. How do you ensure the feedback you give supports growth? #LeadershipDevelopment #FeedbackCulture #EffectiveCommunication

Confession time: I once botched giving feedback in a way that taught me some invaluable lessons. Here’s what went wrong and how you can avoid making the same mistakes. One late Tuesday night, as I juggled last-minute work tasks while heading home, I hastily sent a feedback-related message to my leadership team. My message: "This engineer feels their team is struggling; morale seems low. Can you help?" Simple, right? The next morning, I was met with a storm of responses. My inbox was flooded with demands for context and urgent queries from upset team members. I found myself spending the morning not advancing our goals, but providing more context and aligning miscommunications. So, what went wrong? Attempting to facilitate quick support, my rushed communication instead caused confusion and frustration. It's a common trap for leaders: good intentions, poor execution. Here are three key takeaways to ensure your feedback fosters clarity and improvement: Be Clear: Ensure your communication is precise and unambiguous. Ambiguity leads to confusion, clarity leads to action. Make it Actionable: Feedback should lead directly to improvement. Ensure it's constructive, direct, and implementable. Encourage Dialogue: Turn feedback into a conversation, not a monologue. This fosters mutual understanding and collective progress. Do you have tips or tactics that have helped you provide effective feedback? #leadership #feedback #failure

"I'm just going to be direct with you." I once had a business partner who would preface feedback this way—and then just spew whatever was on his mind. He thought he was being helpful, but he wasn’t. He wasn’t positioning the feedback in a way that the person could hear it. He only wanted to get that feedback off his chest. That’s not a good leader (... or colleague, or friend, or parent.) If you have feedback to give, think about how you can deliver it in a way that will be well received. The Situation-Behavior-Impact model (link in comments) is the best approach I've seen. Instead of jumping straight to judgment, you: 1. Start by getting on the same page about the situation. 2. Then, you describe what you observed. No assumptions about intent. It’s clear and objective. 3. Then, you finally share the impact. This framework has impacted every relationship I have in my life. I even used it with my kids. When they'd come to me, complaining about each other, I taught them this approach, and over time, they learned to address their issues with each other directly. As adults, they’re now excellent at giving feedback to each other and their friends. And, of course, to me! Developing the skills to give and receive honest, thoughtful feedback is one of the most valuable things you can do for your culture. How are you equipping your teams with these skills? Ready to dig deeper? Subscribe to my email newsletter for more leadership insights. https://lnkd.in/ePKX2VC8.

As an EY Partner, I gave feedback to thousands. Master the art of feedback - skyrocket your leadership: Bad feedback creates confusion. Good feedback sparks growth. Use the CSS (Clear, Specific, Supportive) framework to make your feedback land without friction. No more awkward silences or sugarcoating disasters: 1. Give positive feedback that actually feels valuable. ❌ Don’t say: “Great job!” ✅ Instead say: “Hey [Name], I really liked how you [specific action]. It made a real impact on [outcome]. Keep doing this—it’s a game-changer.” Why it matters: → Reinforces what actually works 2 Address underperformance without demotivating. ❌ Don’t say: “You need to improve.” ✅ Instead say: “I appreciate your effort on [project]. One area to refine is [specific issue]. A great way to improve would be [solution or resource]. Let’s check in next [timeframe] to see how it’s going.” Why it works: → Pinpoints the issue without personal criticism 3. Redirect someone without crushing their confidence. ❌ Don’t say: “This isn’t what I wanted.” ✅ Instead say: “I see where you were going with [work]. One way to make it even stronger is [specific suggestion]. What do you think about this approach?” Why it works: → Keeps feedback constructive, not critical 4. Push back on an idea (without sounding like a jerk). ❌ Don’t say: “I don’t think this will work.” ✅ Instead say: “I see the thinking behind [idea]. One challenge I foresee is [issue]. Have you considered [alternative approach]? Let’s explore what works best.” Why it works: → Keeps it a discussion, not a shutdown 5. Handle conflict without escalating it. ❌ Don’t say: “You’re wrong.” ✅ Instead say: “I see it differently—here’s why. Can we walk through both perspectives and find common ground?” Why it works: → Creates space for solutions, not arguments 6. Help someone level up their leadership. ❌ Don’t say: “You need to be more of a leader.” ✅ Instead say: “I see a lot of leadership potential in you. One way to step up is by [specific behavior]. I’d love to support you in growing here—what do you think?” Why it works: → Focuses on potential, not deficits 7. Coach someone who is struggling. ❌ Don’t say: “You need to step up.” ✅ Instead say: “I’ve noticed [specific challenge]. What’s getting in the way? Let’s find a way to make this easier for you.” Why it works: → Focuses on support, not blame 8. Give feedback to a peer without sounding like a boss. ❌ Don’t say: “You should have done it this way.” ✅ Instead say: “I had a thought—what if we tried [alternative]? I think it could help with [goal]. What do you think?” Why it works: → Encourages shared ownership of improvement 9. Close feedback on a high note. ❌ Don’t say: “Just fix it.” ✅ Instead say: “I appreciate the work you put in. With these adjustments, I know it’ll be even better. Looking forward to seeing how it evolves!” Why it works: → Ends on a motivating note — ♻️ Repost it to help others grow.

During quarterly meetings and performance reviews, after celebrating everything that has gone really well, my team often asks, "Do you have any constructive feedback?" My answer usually remains the same: "Not at this time, I gave it in real-time and we adjusted along the way." Recently, someone challenged me on this. They asked for a specific example because they didn’t recall receiving constructive feedback. This got me thinking about how I communicate feedback in the moment. Today, I’m sharing three examples of how I aim to offer constructive feedback that helps us get back on an aligned path without demotivating or criticizing. 1️⃣ Instead of saying: "Stop doing X…" I say: "Moving forward, can we have a norm of X so we avoid Y?" This shifts the focus from past mistakes to a shared vision of how we can improve together. 2️⃣ Instead of saying: "That should have been done like X." I say: "What can we agree to do next time so we achieve X and avoid Y?" This opens up a collaborative conversation about solutions rather than focusing on the problem. 3️⃣ Instead of saying: "You need to be more proactive." I say: "Looking ahead, can we build in a check-in before key milestones to anticipate any challenges and address them early?" This approach encourages ownership and foresight without framing it as a criticism. Constructive feedback comes in many forms, and it is my belief that the most effective feedback is timely, actionable, and focused on moving forward.

Early in my leadership career, I made a mistake—I gave feedback without examples. I thought I was being helpful, but in reality, I was just leaving my team confused. I’d say things like: ❌ "Be more strategic." ❌ "You need to collaborate more." ❌ "Engage executives meaningfully." ❌ "You have to think about business impact." ❌ "Your customer conversations need to be more valuable." What does that even mean?! How could anyone act on that? I quickly learned that feedback without examples isn’t feedback—it’s just an opinion. And opinions don’t drive change. So, I fixed my approach: ✅ Document Examples – I started capturing specific behaviors instead of making vague statements. ✅ Give Feedback in Real Time – No more waiting for 1:1s. If something needed to be addressed, I did it ASAP. ✅ Provide Context – I made sure they understood why something mattered before diving into what needed to change. ✅ Offer Alternatives – Instead of just pointing out the issue, I shared what they could’ve done differently. ✅ Ask for Their Input – I checked that my feedback was clear and gave them space to share their perspective. ✅ Recognize Progress – When I saw them shift behaviors, I acknowledged it. Positive reinforcement matters! This small but critical shift made a massive impact—not just on individual growth, but on team performance overall. 💡 Before giving feedback, ask yourself: Will this actually help them improve, or am I just venting? How do you approach constructive feedback with your team? _________________ 📣 If you liked my post, you’ll love my newsletter. Every week I share learnings, advice and strategies from my experience going from CSM to CCO. Join 12k+ subscribers of The Journey and turn insights into action. Sign up on my profile.

A true test of leadership with your direct reports? Handling the tough conversations with grace, empathy, and a focus on growth - and taking accountability for the outcomes of those conversations. Delivering feedback isn’t enough to drive behavior change. You need to help your team understand not just what went wrong, but why it matters and how to improve. Effective feedback starts by recognizing strengths and framing growth areas as opportunities. That way, you keep the tone constructive and help your people feel seen beyond their mistakes. And as a leader, your job is to take accountability in these situations. Negative results often involve your actions or inactions, and owning your part in that process keeps the dialogue honest. I’ve seen firsthand what happens when accountability is missing. A former manager once criticized me without fully understanding the situation. Instead of opening a dialogue, they blamed me outright. That conversation didn’t build trust - it damaged it. Your relationship with your team is a two-way street. It’s not just about what they could have done differently, but also how you can support them better in the future. When leaders take accountability, the dynamic shifts. Feedback suddenly becomes a collaborative dialogue, not a single-minded lecture. And tough conversations can become building blocks to enduring trust. #Leadership #Accountability #TeamTrust #Feedback

𝗔𝗿𝗲 𝘆𝗼𝘂 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘁𝗼 𝗴𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗼 𝗮𝗻 𝘂𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗳𝗲𝗮𝗿 𝗼𝗳 𝗵𝘂𝗿𝘁𝗶𝗻𝗴 𝗼𝗿 𝗱𝗲𝗺𝗼𝗿𝗮𝗹𝗶𝘇𝗶𝗻𝗴? Follow this 5-step framework to get magical results. 𝗟𝗲𝘁 𝗺𝗲 𝘀𝗵𝗮𝗿𝗲 𝗮 𝗰𝗮𝘀𝗲 𝘀𝘁𝘂𝗱𝘆 of my client for your easy understanding: Meet Mark, a team leader in a growing tech company. One of his top employees, 𝗝𝗮𝗻𝗲, 𝘄𝗮𝘀𝗻’𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀. 𝗦𝗵𝗲 𝗺𝗶𝘀𝘀𝗲𝗱 𝗱𝗲𝗮𝗱𝗹𝗶𝗻𝗲𝘀, avoided communication, and wasn’t engaged in team discussions. 𝗠𝗮𝗿𝗸 𝘄𝗮𝘀 𝗮𝗳𝗿𝗮𝗶𝗱 𝘁𝗼 𝗰𝗼𝗻𝗳𝗿𝗼𝗻𝘁 her because he didn’t want to demoralize her or cause conflict. However, the longer he waited, 𝘁𝗵𝗲 𝘄𝗼𝗿𝘀𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗴𝗼𝘁. 𝗧𝗵𝗲 𝘁𝗲𝗮𝗺’𝘀 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗱𝗿𝗼𝗽𝗽𝗲𝗱, and Jane’s career progress stalled. 𝗠𝗮𝗿𝗸 𝗲𝗻𝗿𝗼𝗹𝗹𝗲𝗱 𝗶𝗻 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝘁𝗼 𝘁𝘂𝗿𝗻 𝘁𝗵𝗶𝗻𝗴𝘀 𝗮𝗿𝗼𝘂𝗻𝗱. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗵𝗲 𝗱𝗶𝗱 𝗶𝘁: 𝟭) 𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗖𝗹𝗲𝗮𝗿 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: Mark told Jane, “We need to complete the project by next Friday. Let’s go over the steps to make sure everything’s clear.” 𝟮) 𝗚𝗶𝘃𝗶𝗻𝗴 𝗖𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: Instead of vague criticism, Mark said, “You missed last week's deadline. Let’s figure out why and prevent this next time.” 𝟯) 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: When Jane shared she was overwhelmed, Mark asked, “What support do you need to stay on track?” 𝟰) 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝗜𝘀𝘀𝘂𝗲𝘀 𝗗𝗶𝗿𝗲𝗰𝘁𝗹𝘆 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: “We need to address the missed deadlines, Jane. Let’s talk about what’s causing this so we can fix it together.” 𝟱) 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: Mark said, “I’ll help you organize your tasks, but it’s crucial that you meet the deadlines we’ve set.” 𝗪𝗵𝗮𝘁 𝗪𝗮𝘀 𝗛𝗼𝗹𝗱𝗶𝗻𝗴 𝗠𝗮𝗿𝗸 𝗕𝗮𝗰𝗸? • Lack of Feedback Skills • Poor Communication Skills • Fear of Conflict • Low Team Morale 𝗧𝗵𝗲 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗔𝗳𝘁𝗲𝗿 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴, 𝗠𝗮𝗿𝗸 𝗺𝗮𝘀𝘁𝗲𝗿𝗲𝗱 𝘁𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝗻𝗲𝗲𝗱𝗲𝗱 𝘁𝗼 𝗰𝗼𝗻𝗳𝗿𝗼𝗻𝘁 𝘁𝗵𝗲 𝗶𝘀𝘀𝘂𝗲: • He set clear, measurable goals for Jane. • He started giving regular, constructive feedback. • He improved his listening skills to better understand Jane’s challenges. • He faced the issues directly with a calm, problem-solving mindset. • He held Jane accountable for her performance while providing support. 𝗧𝗵𝗲 𝗢𝘂𝘁𝗰𝗼𝗺𝗲 • Jane began meeting deadlines and actively contributing to team discussions. • Team morale improved, and Mark became a more confident leader. 𝗣.𝗦. Ready to transform your leadership style and unlock your team’s full potential? 📩 Drop me a message, and let’s create a tailored strategy for you. #peakimpactmentorship #leadership #success #interviewtips #communication