Giving feedback is one of the most important tools for team growth and performance. But let’s be honest—many of us have been on the receiving end of feedback that’s vague, unhelpful, or even demotivating. So, how can you ensure that your feedback is clear, actionable, and leads to real improvement?
At WorkStory, we’ve developed a simple approach to giving better feedback. Here are 5 tips that can make your feedback more effective and meaningful.
Vague feedback like “Good job” doesn’t cut it. Instead, be clear about what the person did well and where they can improve. This removes any ambiguity and helps the recipient understand exactly what you’re referring to.
Example:
Your presentation covered all the key points we discussed, which was great.
When giving feedback, it’s easy to fall into the trap of making it feel personal. But feedback should focus on the behaviors that need improvement, not the person’s character. This approach helps the recipient understand that the feedback is about their actions, not them as an individual.
Example:
Your presentation covered all the key points we discussed, which was great. I noticed that when you spent time reading directly from the slides, the audience became disengaged.
For additional tips on specifically sharing negative feedback, check out our post, Avoiding Conflict: How to Overcome the Fear of Giving Constructive Feedback
Feedback should always provide a path for improvement. Instead of just pointing out what didn’t work, offer suggestions on how the recipient can do better next time. This makes the feedback collaborative and solution-oriented.
Example:
Your presentation covered all the key points we discussed, which was great. I noticed that when you spent time reading directly from the slides, the audience became disengaged. Next time, try summarizing the slides and speaking more directly to the audience. Use eye contact and address people by name to keep them engaged.
Balanced feedback is key. While constructive feedback is important, make sure to also highlight what the person did well. This helps keep the conversation open and constructive, rather than feeling overly critical. It also helps to align the feedback giver and receiver on the idea that they're working together to improve.
Example:
Your presentation covered all the key points we discussed, which was great. Your presentation was well-structured, and your opening really grabbed everyone’s attention. I noticed that when you spent time reading directly from the slides, the audience became disengaged. Next time, try summarizing the slides and speaking more directly to the audience. Use eye contact and address people by name to keep them engaged. However, people seemed to lose focus when you were reading directly from the slides.
Timing is everything when it comes to feedback. The sooner you give it, the more likely it is that the recipient will remember the situation clearly and be able to make adjustments. Don’t wait weeks or months—give feedback while it’s still fresh.
Example:
Your presentation covered all the key points we discussed, which was great. Your presentation was well-structured, and your opening really grabbed everyone’s attention. I noticed that when you spent time reading directly from the slides, the audience became disengaged. Next time, try summarizing the slides and speaking more directly to the audience. Use eye contact and address people by name to keep them engaged. However, people seemed to lose focus when you were reading directly from the slides. I wanted to share this feedback right after the meeting, while it’s still fresh. The tweaks we discussed will help you engage the audience more in the next presentation.
Giving feedback doesn’t have to be complicated. By following these 5 simple tips—being specific, focusing on behaviors, making it actionable, keeping it balanced, and delivering it promptly—you can ensure your feedback is more impactful and helps your team grow.
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