How to Give Constructive Feedback at Work

While constructive feedback can help team members flourish, destructive feedback can harm team morale.

At its best, constructive feedback helps your team know that their efforts are seen and valued while also describing areas for improvement. 

Additionally, leaders who are successful at giving feedback help their teams nurture growth, which is one aspect of being a great leader that we outlined in 5 Skills You Need to Be a Great Leader. 

Here are three tips for giving constructive feedback:

Offer Evidence-Based Feedback

Feedback based on tangible data or outcomes increases objectivity and focuses your feedback on performance rather than the person. 

Discuss your observations of the employee's actions, using "I" statements, such as "I noticed…" Training Industry explains this approach helps avoid sounding accusatory and instead paves the way for an empathetic conversation. By acknowledging your observation of outcomes, you avoid telling the employee they have done something wrong. This approach also allows you to offer a hand in solving the issue. For example, you might say: "I noticed "X" and I want to help you improve."

Share Feedback Promptly

Romar Learning Solutions suggests that doing this "ensures that direct reports better understand your feedback and associate it with the behavior they just performed," instead of associating feedback with perceived biases or personal feelings. For example, weekly checkins are great moments to share feedback.

It is much easier to share constructive feedback when the experience is still top of mind, allowing you and your teammates to align on the facts easily.

Create a "Healthy" Feedback Sandwich

Delivering a feedback sandwich to employees or teammates creates space for a balanced and constructive conversation to occur. Here's one way to structure your feedback:

1. Begin with a positive comment about the person's performance. 

2. Then, identify an area in which the person can improve. Be sure to offer solutions or suggestions for how this person can improve. Offer your support or resources to assist with the improvement. This will help your employee know that you are invested in their success and growth within the company. 

3. Finally, end with another point of praise. This allows for both parties to leave the conversation on a positive note.

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