Best Practices For Giving Feedback

In the beginning of my career, when I got corrective feedback at work – I took it as a personal attack on me & my effectiveness. Being at the end of receiving critical feedback is certainly not fun but this is what I have learned to do over the years:   1) I stifle my urge to respond immediately – even if I ferociously disagree with the feedback, I now take time to reflect. I have become cautious of my urge to react. 2) Next, I think if my relationship with the person is affecting my response to the feedback. In the past I have noticed that if I didn't trust or respect the person, I would marginalize or completely ignore the feedback & that was dangerous. 3) Then I focus on the core message & not just the words. Sometimes things are said in anger/ frustration & it distracts us from the core issue. 4) Then I ask myself if I have heard the feedback in the past & if it is a recurring theme. If I still have doubts on the validity of the feedback or it confuses me, I check with someone I trust. 5) Finally, if I believe that there is something there, I think about how I can address it & ask for help.   Feedback is not about agreeing with everything that comes our way. We have every right to throw out the toxic feedback & retain what matters. But it is about listening openly; reflecting & using it in a way that makes sense to us. #Makingthemostoffeedback

When I first asked my team for feedback, the room went SILENT. Why? Because speaking the truth felt too risky. This isn’t just my story, it’s the reality in countless workplaces. Here’s the truth: feedback is a minefield. 🔴 Done wrong? It breeds tension and mistrust. 🟢 Done right? It fixes problems—it transforms teams. Here’s how to get it right: 1/ Timing Is Everything ↳ Feedback during chaos? Disaster. Wait for a calm moment. ↳ A private 1-on-1 works best. 💡 Pro Tip: Start with a positive comment—it sets the tone. 2/ Lead With Solutions ↳ Complaints without fixes = noise. Solutions = action. ↳ Try this: “We could avoid confusion with more clarity upfront. What do you think?” 💡 Pro Tip: Frame solutions as support for the team’s success, not criticism. 3/ Be Clear, Not Cryptic ↳ Instead of “Communication could be better,” say: ↳ “Inconsistent updates slow me down. Weekly check-ins might help.” 💡 Pro Tip: Use examples to back it up—clarity builds trust. 4/ Use “I” Instead of “You” ↳ Feedback isn’t a blame game. Stick to “I” statements to share your perspective. ↳ Example: “I feel I don’t have enough autonomy to contribute fully.” 💡 Pro Tip: Highlight how solving the issue benefits the whole team. 5/ Know When to Let It Go ↳ Pick your battles. Save your energy for what really matters. ↳ Does this impact the team or my work? If not, let it go. 💡 Pro Tip: Focus feedback on what aligns with team goals. 6/ End With a Vision ↳ Great feedback doesn’t just fix problems—it builds something better. ↳ Paint the big picture: “Here’s how this change could help the team hit the next level.” 💡 Pro Tip: Vision-driven feedback inspires action. The takeaway? Feedback isn’t about proving you’re right, it’s about progress. Master these steps, and you’ll not only solve problems, but you’ll also earn respect and trust. What’s your biggest feedback fail (or win)? Share it below. 👇 ♻️ Repost to help your network get better! ➕ And follow Shulin Lee for more.

Over the past 20 years, I've had the opportunity to work with the world's best leaders. Here’s the truth I’ve seen across every industry, team, and culture: Emotionally intelligent leaders don’t fear criticism. Most people don’t struggle with criticism because of the words being said; they struggle because of the emotions those words trigger. They use it. They turn feedback into fuel. Here’s how you can handle criticism with emotional intelligence: 1) Don’t react Work on self-regulating. Pause for 2–3 seconds. Breathe. Let the emotional spike settle. Instant reactions destroy clarity. Regulated responses create it. 2) Separate the message from the emotion. Ask yourself: What part of this feedback is valuable? What’s not? Self-awareness turns defensiveness into insight. 3) Assume positive intent, even when it’s hard. Most people aren’t trying to attack you. They’re trying to be heard. This mindset shift can transform high-performing teams. 4) Get curious, not combative. Say: “Help me understand what you’re seeing.” Questions lower tensions; curiosity opens doors. 5) Take ownership of your part. Emotionally intelligent leaders reflect, adjust, and move forward. 6) Use criticism to grow your leadership presence. Every piece of feedback is data about: • How you’re showing up • How others experience you • How you can communicate more effectively Criticism is an opportunity reflect, grow and respond with confidence. If you want to lead with influence, trust, and emotional maturity, mastering this skill is non-negotiable. What’s one strategy that has helped you handle tough feedback more effectively? Follow me, Christopher D. Connors, for more insights on how to lead with emotional intelligence.

Criticism feels like a punch. But what if I told you it's the first step to growth? A few weeks ago, Priya (name changed), a senior professional in the IT Services Industry, came to me struggling with constant criticism from her boss and peers. Her confidence was crumbling. Together, we worked on reframing criticism not as an attack, but as a tool for growth. Here are 5 action tips that helped Priya — and can help you too: My favourite is no. 3. What's yours? 1. Active Listening: Priya stopped reacting immediately and instead listened fully to understand the core feedback. 2. Acknowledge Differences: She learned to see criticism as differing perspectives rather than personal attacks. 3. Release Physical Tension: By taking a deep breath or stepping away briefly, Priya avoided emotional outbursts. 4. Accept Responsibility: Owning up to genuine mistakes turned criticisms into opportunities to build trust. 5. Pause if Overwhelmed: Taking a moment to reflect before responding gave her clarity and poise. Today, Priya is shining in her role, and the feedback that once stung now drives her success. Criticism can hurt, but when handled wisely, it transforms you. And it's not just for Priya. I have used this myself. I have been quite outspoken at work and that always attracts criticism. And I use these 5 principles to remain sane. You can too. How do you handle criticism? Your views in the comments can help people who need this help. Shine! ++++ Photo context. I am generally a happy person and don't mind criticism much. It's there to learn not to fight.

Leaders: Stop winging feedback. Use frameworks that drive growth. Giving feedback isn’t easy - but winged feedback often leads nowhere. Without structure, your words might confuse, demotivate, or even disengage your team. Here are 4 feedback frameworks that create clarity, build trust, and drive growth (and 1 to avoid): 1) 3Cs: Celebrations, Challenges, Commitments 🏅  → Celebrate what’s working well. → Address challenges with honesty. → End with commitments for improvement. 2) Situation-Behavior-Impact (SBI) 💡  → Describe *specific* situations. → Focus on observed behavior. → Explain its impact on team or goals. 3) Radical Candor 🗣️  → Care personally while challenging directly. → Show empathy but stay honest. 4) GROW Model: Goal, Reality, Options, Will ⬆️  → Set goals for feedback. → Discuss current reality. → Explore options for growth. → Commit together on action steps. ❌ 5) DO NOT USE: Feedback Sandwich ❌  → Start with something positive. → Address areas needing growth. → Close with another positive. ‼️ This outdated model tends to backfire as people feel manipulated. Structured feedback isn’t just about improving performance. It builds trust, fosters open communication, and creates an environment for continuous learning. ❓Which framework do you use to give feedback? ♻ Share this post to help your network become top 1% communicators. 📌 Follow me Oliver Aust for more leadership insights.

Everyone says feedback is a gift. But nobody talks about what to do when it's not the right time for you to receive it. Someone just said to you "can I give you some feedback?". In your head it's "actually it's a really bad moment to give me feedback right now". But feedback is a gift after all, that's what your company says. So your answer is "sure, tell me!". You receive the feedback. You're on the defensive. You're feeling emotional. You burst into tears or show some kind of strong emotion. You feel it's seen as unprofessional. You feel awful about yourself. But how can you refuse the feedback? Try those 3 approaches to take control of the feedback conversation again: #1 "I would love to receive your feedback, but now is not the right moment for me. What do you think about taking 15min tomorrow to discuss it?" ↳ Feedback is a gift, you want to receive it but let me create the best conditions for it. #2 "I really value your feedback and want to go in-depth, how about we schedule some dedicated time to discuss it in the next couple of days?" ↳ It doesn't have to be NOW, it can be in the next few days too! #3 "I am feeling a lot of emotions today and I really want to ensure I am truly listening to your feedback. Would that be ok if I schedule some time for us to discuss another day to ensure it is valuable for me?" ↳ If you're comfortable sharing your vulnerability in the workplace, this one can both participate in building a more emotionally inclusive workplace and tackle the feedback moment. Take control of the conversation.

What do you do when someone on your team is brave enough to criticise you? Me? I promote them as soon as possible. Why? Because in high-performing companies, innovation thrives when teams feel empowered to challenge ideas respectfully. As a leader, fostering a culture of constructive dissent can unlock your team’s full potential and fuel spectacular business growth. Here are 5 techniques I use to build openness and encourage dialogue: 1. Encourage continuous feedback Don’t wait for annual reviews or formal discussions. Make candid feedback a regular part of daily operations — through check-ins, town halls, or anonymous surveys. The more often feedback is shared, the less intimidating it becomes. 2. Model respectful dissent How do you react when your ideas are challenged? Leaders should actively invite differing viewpoints and listen with an open mind. When leaders encourage respectful dissent, it signals to everyone that diverse perspectives are truly valued. 3. Reward honest opinions Recognise those who respectfully challenge the status quo. This reinforces the idea that fresh thinking is an asset, not a liability. (Fun fact: The US State Department has an annual Constructive Dissent Award, given to those who courageously stand by their principles.) 4. Be transparent in decision-making After making a decision, explain the reasoning behind it. Even if someone’s idea isn’t chosen, knowing their input was genuinely considered strengthens future buy-in and trust. 5. Align after discussion Once a decision is made, the team must unite behind it to make it work. Remind everyone that while debate is healthy during the process, whole-hearted execution is key to success. You really can criticise your way to success. A culture of constructive dissent leads to smarter decisions and a more productive team. The key? Making sure every voice is heard and valued. Do you agree? Promise not to fire you if you don't!

I’ve found myself navigating meetings when a colleague or team member is emotionally overwhelmed. One person came to me like a fireball, angry and frustrated. A peer had triggered them deeply. After recognizing that I needed to shift modes, I took a breath and said, “Okay, tell me what's happening.” I realized they didn’t want a solution. I thought to myself: They must still be figuring out how to respond and needed time to process. They are trusting me to help. I need to listen. In these moments, people often don’t need solutions; they need presence. There are times when people are too flooded with feelings to answer their own questions. This can feel counterintuitive in the workplace, where our instincts are tuned to solve, fix, and move forward. But leadership isn’t just about execution; it’s also about emotional regulation and providing psychological safety. When someone approaches you visibly upset, your job isn’t to immediately analyze or correct. Instead, your role is to listen, ground the space, and ensure they feel heard. This doesn't mean abandoning accountability or ownership; quite the opposite. When people feel safe, they’re more likely to engage openly in dialogue. The challenging part is balancing reassurance without minimizing the issue, lowering standards, or compromising team expectations. There’s also a potential trap: eventually, you'll need to shift from emotional containment to clear, kind feedback. But that transition should come only after the person feels genuinely heard, not before. Timing matters. Trust matters. If someone is spinning emotionally, be the steady presence. Be the one who notices. Allow them to guide the pace. Then, after the storm passes, and only then, you can invite reflection and growth. This is how you build a high-trust, high-performance culture: one conversation, one moment of grounded leadership at a time.

𝗛𝗥: 𝗔 𝗣𝗼𝘄𝗲𝗿𝗵𝗼𝘂𝘀𝗲 𝗼𝗳 𝗣𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝗶𝗲𝘀! As HR leaders, we have the power to transform workplaces by fostering open dialogue, nurturing talent, and creating an environment where people truly thrive. 𝗘𝘃𝗲𝗿𝘆 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝘄𝗲 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗲 𝗵𝗮𝘀 𝘁𝗵𝗲 ��𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗰𝗵𝗮𝗻𝗴𝗲! Recently, in a high-energy HR strategy meet, we explored a game-changing concept—𝗥𝗮𝗱𝗶𝗰𝗮𝗹 𝗖𝗮𝗻𝗱𝗼𝗿—the powerful balance of giving direct, honest feedback while genuinely caring. The conversations were raw, insightful, and deeply thought-provoking. The discussion reinforced a fundamental fact that honest conversations, when done right, fuel trust, engagement, and performance. Here are a few ways you can practice radical candor in your leadership style: 1️⃣ 𝗚𝗶𝘃𝗲 𝗽𝗿𝗼𝗺𝗽𝘁 & 𝗛𝗼𝗻𝗲𝘀𝘁 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Example: Instead of waiting for a monthly/quarterly review, say: "Hey, I noticed in today's meeting that your presentation was great, but your conclusion lacked clarity. Try summarizing key takeaways in 3/4 bullets next time—it’ll make your point clearer!" 📌 Tip: Feedback is most effective when it is instant, so it stays relevant and actionable. 2️⃣ 𝗕𝗲 𝗗𝗶𝗿𝗲𝗰𝘁 𝗯𝘂𝘁 𝗖𝗮𝗿𝗲 Example: If an employee misses deadlines, instead of avoiding the conversation, say, "I see you've been struggling lately. I know you’re capable, so let’s discuss what’s blocking you. How can I support you in managing priorities better?" 📌 Tip: Difficult or tough conversations become easier when people know your feedback comes from a place of care, not criticism. 3️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲 Example: Invite feedback on your leadership: "I want to ensure I’m supporting the team effectively. What’s one thing I could do better to help you succeed?" or "What can I do to set you up for success?" 📌 Tip: When leaders model openness to feedback, employees are encouraged to do the same, creating a culture of trust. Radical candor isn’t about being harsh or overly soft—it’s about finding the right balance to build trust, drive performance, and create a thriving workplace. Don't be nice; be kind! #Humanresources #Leadership #RadicalCandour How do you incorporate radical candor in your leadership style?

I've helped teams build stronger communication cultures. (sharing my proven framework today) Building open communication isn't complex. But it requires dedication. Daily actions. Consistent follow-through. Here's my exact process for fostering feedback culture: 1. Start with weekly 30-min team check-ins → No agenda, just open dialogue → Everyone speaks, no exceptions → Celebrate small wins first 2. Implement "feedback Fridays" → 15-min 1:1 sessions → Both positive and constructive feedback → Action items for next week 3. Create anonymous feedback channels → Digital suggestion box → Monthly pulse surveys → Clear response timeline 4. Lead by example (non-negotiable) → Share your own mistakes → Ask for feedback publicly → Show how you implement changes 5. Set clear expectations → Document feedback guidelines → Train on giving/receiving feedback → Regular reminders and updates 6. Follow up consistently → Track feedback implementation → Share progress updates → Celebrate improvements 7. Make it safe (absolutely crucial) → Zero tolerance for retaliation → Protect confidentiality → Reward honest feedback Remember: Culture change takes time. Start small. Build trust. Stay consistent. I've seen teams transform in weeks using these steps. But you must commit fully. Hope this helps you build stronger team communication. (Share if you found value) P.S. Which step resonates most with you? Drop a number below. #team #communication #workplace #employees