Giving feedback to your team members early in a new leadership role can feel risky. After all, you haven’t had time to establish credibility. But when done right, it can build trust and momentum. Here’s how to deliver feedback thoughtfully. 

Assess the landscape. Before acting, learn the technical, interpersonal, cultural, and political dynamics of your team. Ask questions about the past, present, and future. Listen for patterns and triangulate insights. Once you understand the full context, your feedback becomes more accurate, constructive, and credible. 

Build trust fast. Trust requires intention. Model vulnerability by naming both your strengths and their potential downsides—for example, maybe your decisiveness comes through as impatience. This signals self-awareness and creates psychological safety, making your feedback easier to receive.  

Link feedback to personal aspirations. In early one-on-ones, ask team members about their goals and motivations. Then connect your feedback to what they want to achieve. When people see how feedback helps them grow, they’re more likely to act on it. 

Balance candor with care. You don’t have to choose between being kind or direct. Know your default style—whether you lean empathetic or assertive—and calibrate accordingly. Deliver feedback that’s clear, respectful, and rooted in shared goals.

Adapted from 4 Strategies to Help New Leaders Give Feedback by Marissa Fernandez

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