Do you dread giving feedback? You’re not alone—many managers feel anxious about these conversations. However, your feedback is crucial to helping your team grow—even your highest performers. Here are five actionable tips to ensure your feedback is valuable and engaging.

Don’t hold back on constructive feedback. Instead of vague praise like, “You did great,” offer specific insights like, “Your detailed analysis helped us make a decision. However, try to engage with team questions to enhance collaboration next time.”

Avoid all-or-nothing language. Skip exaggerated statements. Replace sweeping declarations like, “You always contribute XYZ” with specific observations like, “Your questions in the last meeting opened up a vital discussion.”

Don’t get too personal. Focus on skills rather than traits. Instead of saying, “You’re a joy to work with,” try, “Your clear communication improved our pitch.”

Be extra mindful of negative framing. Position your feedback constructively—especially to avoid reinforcing racial or gender stereotypes. Instead of “You’re difficult to work with,” say, “I noticed you shut down ideas quickly. Let’s work on fostering open dialogue.”

Map out clear paths for growth. Offer specific next steps by saying something like, “You excel in client communications. Let’s set a plan for you to lead the upcoming project.”
This tip is adapted from “High Performers Need Feedback, Too,” by Rocki Howard.
Spread the love