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Giving Feedback That People Can Use
Useful feedback is specific, timely, and focused on behaviour people can change.
2 min read · Super Admin
Why this matters
Feedback shapes how people grow, but poor delivery shuts people down. Vague praise feels hollow; harsh criticism without context feels personal. In UK teams, where directness varies by culture and sector, clarity matters. Useful feedback helps colleagues improve performance, strengthens relationships, and reduces the awkwardness of annual reviews.
Practical steps
Be specific about what you observed: the behaviour, the impact, and what you would like to see instead. Give feedback soon after the event while details are fresh. Use a private setting and ask whether now is a good time. Balance recognition with development — people need to know what is working as well as what to adjust.
For difficult messages, stick to facts and avoid labels like lazy or difficult. Invite their perspective: what got in the way, what support would help? End with a clear next step and offer to check in later. When praising someone, explain why the behaviour mattered to the team or customer — that helps them repeat it. Written follow-ups after significant conversations can prevent misunderstanding, especially in hybrid teams.
Common mistakes
Saving everything for a formal review means missed chances to improve. Sandwiching criticism between two vague compliments often confuses the message. Comparing someone to a colleague rarely helps. Giving feedback when you are angry or tired usually backfires. Avoid feedback by email for sensitive topics — tone gets lost and trust erodes quickly.
Another pitfall is making feedback about your frustration rather than their growth. If you cannot describe the behaviour and impact calmly, pause until you can. Receiving feedback matters too — model how to listen without defending every point.
Watch note
Brené Brown's work on vulnerability shows why honest, human conversations require courage. Feedback lands better when people feel you are on their side, not scoring points.
Tip: Before your next one-to-one, write one piece of positive feedback and one constructive observation. Explore more leadership skills in the Job Near Me Career guides.