Here's how you can deliver feedback that motivates and inspires others.

Giving feedback is an art form, especially when it comes to inspiring and motivating others. It's not just about pointing out what's wrong; it's about fostering growth and improvement. Whether you're a manager, team leader, or peer, knowing how to deliver feedback effectively is crucial in any professional setting. It's a skill that can resolve conflicts and transform potential tension into productive dialogue. By following certain strategies, you can ensure that your feedback is received not as criticism, but as valuable insight that propels others forward.

1 Start Positive

Starting with positive feedback sets a constructive tone for the conversation. Highlighting what someone is doing right builds a foundation of trust and respect. It's important to be genuine in your praise so that it doesn't come across as insincere or merely a setup for criticism. By acknowledging their strengths and efforts first, you create an environment that is conducive to openness and receptivity when more challenging aspects of their performance are addressed.

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Karen Valencic

Collaboration & Innovation through Conflict Mastery | Best-Selling Author | Speaker | Executive Coach | Aikidoist | Everything DiSC Partner
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I disagree! When giving feedback begin with asking open-ended questions so you understand the perspective of the other person. When you start with positive feedback it seems like a set up. You want to truly understand the other person's perspective first. Then go to intention!

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Beth Wonson

Founder of Navigating Challenging Dialogue®. Proven leadership and communication solutions for Executives, Nonprofit Leaders, HR Directors, and team leaders.
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I disagree. Feedback is always about growth and closing a gap between what the person is doing and what the goal is for what needs to be done in order for the org/company to achieve their goals. If you don't have a culture where feedback is the norm and expected, feedback will never be received well. Feedback should: Identify the gap Be fact based Be immediate (or as close as possible) Empower the person receiving the feedback by asking "What steps will you take to close this gap?" The feedback sandwich is, and always has been, manipulative. Beth Wonson -author "Mastering Feedback - Everything You've Never Been Told About How to Give Feedback"

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2 Be Specific

Vagueness can lead to confusion and misinterpretation. When giving feedback, be as specific as possible about what actions or behaviors you are addressing. Instead of saying "You're doing a good job," point out the particular project or task they excelled at and describe what made their performance stand out. This not only makes your feedback more meaningful but also gives clear examples of the standards and results you're looking for.

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3 Focus on Behavior

Feedback should be about behavior, not personality. It's crucial to focus on actions and their impact rather than making it personal. When you concentrate on observable behavior, it keeps the discussion objective and avoids defensiveness. For example, rather than saying "You're disorganized," you might say, "When reports are submitted late, it disrupts the project timeline." This approach centers on the outcome of actions, making it easier to discuss solutions.

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Marli Rusen

I created the popular MIRROR Method – a training program that empowers leaders to make respectful and informed decisions, and supports organizations in their need to build healthy, safe and productive environments.
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I often say "replace labels with examples". Instead of saying, "you were disrespectful during the meeting", you might say "during the meeting, I noticed that you interrupted others and did not give them an opportunity to finish. While you are not expected to agree with what they are saying, and you have a right to voice your opinion, this has to happen in a respectful manner. It is not respectful to interrupt and talk over others even when done unintentionally. Take notes of what you want to say and then wait for the right opportunity to say it." This feedback includes: (a) specific information about what was observed; (b) specific information as to why it is not acceptable; and (c) specific behaviours that are expected in the future.

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4 Encourage Dialogue

Feedback should be a two-way conversation, not a monologue. Encourage the other person to share their perspective and engage in a dialogue about the feedback. Ask open-ended questions to understand their viewpoint and involve them in crafting solutions. This not only makes them feel valued but also ensures that any agreed-upon action plan is collaborative and more likely to be effective.

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5 Offer Support

Offering support is essential to show that you're committed to helping the person improve. Whether it's providing resources, training, or just your time for further discussion, make it clear that you're there to assist. This demonstrates that your goal is not to criticize but to help them grow and succeed. By offering support, you reinforce the message that the feedback is meant to be constructive and that you're invested in their development.

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6 Follow Up

Following up after giving feedback is critical to ensure that it's been understood and acted upon. Schedule a time to revisit the conversation to discuss progress and any ongoing support needed. This not only shows that you take the feedback process seriously but also that you care about the person's growth. Regular follow-ups also help to establish a culture of continuous improvement and open communication.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Julia Darden

Trained Human Resources Candidate Looking to Make a Difference in Organizations
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When I give feedback, I consider the person's learning style and how they will be receptive to it. For example, when training someone I made sure that I was detailed-oriented in notes. When speaking to them about their performance I tried to be very unbias and fair. I also wanted them to understand that we are learning together. This helped create an atmosphere for questions about topics not sure about and what procedures need to get followed in emergency situations.

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Here's how you can deliver feedback that motivates and inspires others.

1

2

3

4

5

6

7

1 Start Positive

2 Be Specific

3 Focus on Behavior

4 Encourage Dialogue

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Conflict Resolution

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Here's how you can deliver feedback that motivates and inspires others.

1

2

3

4

5

6

7

1 Start Positive

2 Be Specific

3 Focus on Behavior

4 Encourage Dialogue

5 Offer Support

6 Follow Up

7 Here’s what else to consider

Conflict Resolution

Rate this article

Thanks for your feedback

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