We wrap up our tips on how to give better feedback in the workplace and its impact.
Employee feedback is a powerful tool when given correctly.
In fact, 96% of employees say getting regular feedback is a good thing.
But giving feedback at work isn’t something most of us jump out of bed excited to do.
The thought of calling someone out (or even gently nudging them toward improvement) can feel like tiptoeing through a minefield of awkwardness.
What if they take it the wrong way? What if it puts a strain on your working relationship? Or what if you just make things worse?
Because of all these “what-ifs,” feedback often gets brushed aside.
But here’s the kicker: avoiding feedback may feel like a short-term win, but it’s almost always a long-term loss.
Why? Because feedback is the not-so-secret sauce to growth.
When done thoughtfully, it boosts performance, strengthens relationships, and builds a culture where people feel safe to learn and evolve.
Yes, even those uncomfortable conversations can pave the way to breakthroughs you never saw coming.
So, how do you overcome the fear of awkwardness and deliver feedback that’s effective, professional, and empowering?
Well, keep reading to find out as we discuss:
- What employee feedback is
- Why feedback is important
- How feedback can impact performance
- How to give negative feedback in a positive way
- Examples on how to give feedback in work
Let’s get started.
What is employee feedback?
Employee feedback is the process of sharing constructive and purposeful information about job performance, workplace behaviour, or processes.
It can be verbal, or written, positive or constructive, and no matter its form, it plays a crucial role in shaping a healthy and productive workplace culture.
Feedback in the workplace doesn’t have to just be top down.
360 feedback means that you can get feedback from your manager, direct reports and even external stakeholders like clients or customers.
Think of feedback as a two-way street: it’s not just about managers evaluating employees.
At its core, feedback is about improving performance and strengthening relationships.
When done well, feedback isn’t just a conversation, it’s a tool for empowerment, engagement, and continuous improvement.
Related: How to gather and share feedback in an LMS
🔍 Key characteristics of employee feedback
- Intentional – It serves a specific purpose: improving performance, clarifying expectations, or reinforcing behaviour.
- Timely – Delivered close to the event or behaviour it refers to, making it more relevant and actionable.
- Constructive – Even when critical, it aims to support growth, not tear down.
- Actionable – Offers clear insights that can lead to improvement or sustained performance.
- Two-way – Encourages dialogue rather than being a one-sided directive.
Why employee feedback is important
It might seem like just another workplace practice, but when done right, feedback can transform how individuals, teams, and entire organisations perform.
Related: Why giving feedback in learning is essential
Think about it: feedback is like the GPS of professional growth.
It shows us where we’re doing well, where we’ve taken a detour, and how to get back on track.
Whether it’s a high-five for a job well done or a thoughtful suggestion for improvement, feedback keeps everyone aligned and moving forward.
In this section, we’re diving into the real perks of giving and receiving feedback. Spoiler alert, it’s not just about fixing problems.
Related: Key employee feedback statistics
Here are several key reasons why employee feedback is essential in the workplace:
1. Drives professional growth and improves performance
Feedback provides employees with clear insights into their strengths and areas for improvement. This helps them refine their skills, take on challenges, and grow in their roles. All of that improves performance.
Constructive feedback helps identify what’s working and what isn’t, allowing employees to adjust their approach and deliver better results.
Regular, honest feedback fosters open communication and trust between team members and leaders. It creates an environment where everyone feels heard and valued. All of this can have an impact on performance.
2. Boosts employee engagement
When employees receive consistent feedback, they feel more connected to their work and confident in their contributions. This engagement leads to higher motivation and productivity.
And that’s not all.
A culture of feedback normalises learning from mistakes and celebrating progress. This mindset helps employees and teams adapt, innovate, and continuously improve.
3. Strengthens team dynamics
Feedback promotes understanding and alignment within teams. It helps clarify expectations, resolve misunderstandings, and ensure everyone is working toward common goals.
Timely feedback addresses concerns early, preventing minor issues from turning into bigger problems that could impact morale or performance.
4. Increases retention and job satisfaction
All of the above has huge impact on job satisfaction.
Employees who receive regular feedback are more likely to feel valued and supported, leading to higher job satisfaction and lower turnover rates.
Related: Key benefits of employee retention
When feedback is delivered thoughtfully, it creates a workplace where people thrive, both personally and professionally.
5. Improved customer satisfaction
Feedback isn’t just about internal processes; it also extends to external interactions, especially with customers.
By gathering feedback from customers and using it to improve products, services, and customer experiences, businesses can enhance customer satisfaction and loyalty.
Satisfied customers are more likely to become repeat customers, advocates for the brand, and contributors to long-term business success.
How to give negative feedback in a positive way
Before we go into the key examples on how to give feedback in work, let’s first talk about constructive criticism.
It can be tricky to toe the line of giving what can feel like negative feedback, in a positive way.
Here are 5 easy tied-and-tested tips you can try:
Try the feedback sandwich 🥪
Begin with a genuine compliment or acknowledgment, give the feedback, and end with encouragement or support.
For example:
“I really appreciate how much effort you put into this project. One thing I think we could improve is the formatting. It got a bit confusing in some places. But overall, you’re definitely on the right track.”
Focus on behaviour, not the person 💡
Talk about specific actions or outcomes, not personality traits.
For example:
❌ “You’re careless with details.”
✅ “I noticed a few small errors in the report. Maybe we could double-check those before sending next time?”
Use “I” statements instead of “You” statements 🧠
This keeps the tone personal and avoids blame.
For example:
❌ “You never explain things clearly.”
✅ “I found some parts of the explanation a bit tricky to follow. Let’s clarify those sections together?”
Offer a suggestion 💡
Constructive feedback works best when paired with a way forward.
For example:
“Next time, maybe try using bullet points to make things easier to scan.”
Ask questions 💬
Asking a question can make it feel more collaborative and less like criticism.
For example:
“Do you think there’s a way to make this part more engaging for the reader?”
6 more tips on how to give feedback in the workplace
Giving feedback is an art that requires tact, empathy, and clarity.
The tips we gave above, also apply here. But we have some more, more general advice for giving feedback in the workplace.
Here’s how you can master the art of giving effective feedback:
1. Be specific
When giving feedback, don’t dance around the details, get straight to the point.
Instead of saying, “You need to improve your work,” try something like, “The report you submitted missed a few key metrics we needed. Let’s focus on including X and Y next time.”
Specific feedback is actionable and helps the recipient clearly understand what needs to change (or keep happening).
2. Make it timely
Don’t wait for the next performance review to bring something up.
Feedback is most effective when it’s fresh.
If you notice something that needs to be addressed, talk about it sooner rather than later, ideally within a day or two.
This way, it feels relevant and actionable.
3. Be open to dialogue
Feedback isn’t a one-way street.
After sharing your thoughts, invite the other person to share theirs. Ask questions like, “How do you see it?” or “What do you think could help here?”
This collaborative approach fosters mutual respect and helps you both find the best solutions.
4. End on a high note
Wrap up your feedback session with something positive or encouraging.
For example, “I know this is something you can handle—I’ve seen how well you adapt in similar situations.” This leaves the person feeling motivated and supported, even after discussing challenges.
5. Practice empathy
Before giving feedback, consider how the other person might feel.
Approach the conversation with kindness and an understanding that they may need time to process or adjust. Feedback delivered with empathy goes a long way in building trust and receptiveness.
6. Set clear expectations
Feedback is most effective when it’s tied to clear expectations.
Make sure the recipient understands what’s expected moving forward.
For example, instead of just saying, “We need this done differently,” clarify, “Next time, please ensure the data is double-checked before sharing it with the team. Accuracy is crucial for making sound decisions.”
Setting clear expectations gives the person a roadmap for improvement and reduces the chances of confusion.
With these tips in your toolkit, giving feedback can feel less daunting and more like an opportunity to empower your team and strengthen relationships.
Wrapping up
Giving feedback, especially the tough kind, doesn’t have to be awkward or demotivating.
When it’s delivered thoughtfully, it can strengthen relationships, boost performance, and create a culture of continuous improvement.
The key? Focus on clarity, kindness, and growth.
If you’re looking to take your feedback processes to the next level, then what about Perform; a Totara tool in the LMS.
From goal setting and performance tracking to personalised learning pathways, it gives you everything you need to turn feedback into real, measurable progress.
Want to see it in action? Book a demo and discover how we can support your team in building a stronger, feedback-driven workplace.
