How To Give Management Feedback

Employees, and indeed all of us, thrive on feedback. Giving feedback is sometimes seen as difficult but in reality there are some simple things you can do to improve how you give feedback.

Be specific with your feedback rather than generic. While any feedback is better than none, the more specific it is the better.

Give specific examples of what you noticed, especially when giving praise and positive feedback. Examples really re-enforce the fact that you really noticed something good that someone did.

Do it as a matter of routine rather than relying on formal appraisal or performance meetings to give feedback.

Ask for others’ perspectives as they may well see things that you don’t.

Prepare in advance of giving feedback. This is particularly important when you have to give what might be perceived as difficult feedback.

Step into the shoes of the recipient and look at things from their perspective. It might just influence the way you deliver your message.

Try to match the style or preferences of the recipient. Some will want a very simple “thank you” while others may want more detailed feedback.

Avoid making it personal by focusing on behaviours or impact of doing or not doing something.

Accept you will sometimes make a hash if it. You are human and cannot deliver perfect feedback all of the time.

Never underestimate how much people value feedback and a simple bit of praise. “Thank you” or “well done” takes seconds to say but can yield huge benefits in terms of motivation.

Duncan Brodie of Goals and Achievements helps professional people to become highly effective managers. He invites you to sign up for his free e-course, Management Mastery, at

About the Author Duncan Brodie

Since 2006 I’ve worked with in excess of 8,000 accountants and professionals in workshops, seminars and one to one helping them land their next jobs and become better leaders, presenters and business partners. Before that I spent 25 years in accountancy climbing the career ladder from Payments Clerk to FD. I’m a CIMA Fellow, Certified Professional Coach and Team Coach Facilitator.

Leave a Comment:

Joan Henshaw says 14 August 2012

Great tips Duncan. I would add; Use results and consequences. When we help our employees to see the results and consequences (to the business or organisation) of their actions (either positive or negative) we can give them feedback that is easy to understand and easy to accept!

(There are more of my tips on giving performance feedback here

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