Providing Effective Feedback

How to Give Feedback That Helps People Grow

When most of us think about feedback, we jump right to the big moments like year-end reviews or Q1 conversations. Those meetings matter, but they feel a lot smoother when they build on the honest, everyday check-ins we’ve been having all along. The thing is, feedback is really about how we support each other day to day. That’s where trust, confidence, and real growth take root.

1. Start with why you’re sharing the feedback

Before you begin, take a breath and ask yourself what you want to help the person achieve. When your goal is to support their growth, people can feel that care. It helps the conversation feel more like a partnership and less like a judgment.

2. Be clear and say what you mean

Most people want to improve, but they need clear direction. Instead of broad comments like “communicate better,” try pointing to something specific you noticed and offering a simple suggestion. Clear examples help people understand what to build on and what to try next.

3. Don’t wait for a big meeting

Helpful feedback often comes from the quick moments, like a chat after a meeting or a follow-up message after a presentation. Sharing your thoughts sooner helps people adjust in ways that boost their confidence and success. And when review season rolls around, nothing feels surprising because you’ve both already talked through the important stuff.

4. Share what’s working and what could grow

People deserve to hear what they’re doing well. They also deserve guidance on what could be strengthened. A simple “continue, refine, start” approach makes this easy. Continue what’s going great. Refine areas that need a little sharpening. Start new habits or approaches that could unlock their next level of growth.

5. Make it a real conversation

The best feedback conversations feel open and collaborative. Ask how something felt from their side. Invite them to share what support they need. Listening builds understanding and strengthens your relationship. It also helps you give better feedback in the future because you’re learning their perspective.

6. Connect your feedback to the bigger picture

It’s easier to absorb feedback when you understand why it matters. Try linking what you’re sharing to something meaningful, like helping a project move faster or strengthening teamwork. When people can see the impact of their actions, their motivation usually grows too.

7. Check in afterward

Feedback shouldn’t be a one-time moment that disappears. Following up shows that you care about the person and their long-term success. Even a quick “How’s that new approach feeling?” can go a long way in building trust and keeping growth moving.

Effective feedback isn’t about saving everything for year-end or Q1. It’s about building a culture where everyone feels supported, seen, and set up to do their best work. When we approach feedback with care, clarity, and openness, performance reviews become natural extensions of the conversations we’ve already been having. And that creates a workplace where all of us can grow.

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