How to Give Feedback to Employees: 9 Tips for Better Feedback
Giving effective employee feedback is essential for driving engagement, improving performance, and fostering business success. However, many managers struggle with providing feedback in a way that is constructive and well-received.
This article will cover:
- The importance of employee feedback
- How to provide more effective feedback
- Nine actionable tips to improve feedback delivery
Managers who apply these strategies foster a culture where feedback is welcomed and contributes to professional growth.
Employee feedback is an incredibly powerful tool. If offered properly, it can grow and develop your people, improve levels of trust and communication, and strengthen bonds between employees and managers. But unfortunately, giving feedback to employees is often ignored or omitted entirely in an effort to avoid discomfort. 15Five offers data-driven tools to help meet your performance management and employee engagement needs.
Here are nine tips for how managers and leaders can give employee feedback that’s frequent, effective, and leads to the outcomes you need.
What is Employee Feedback?
Employee feedback is constructive input given to employees about their performance, behavior, or contributions to the company. It includes:
- Positive reinforcement to acknowledge and encourage good performance
- Constructive criticism to help employees develop and improve
For example, effective feedback focuses on specific behaviors and outcomes, such as: “Your presentation was well-structured and engaging. Adding more data points could strengthen your argument.” Ineffective feedback is vague, like: “You need to do better next time.”
Why Employee Feedback is Important
Regular feedback helps employees:
- Improve skills and align with company goals
- Stay engaged and motivated
- Boost morale and retention
The Business Benefits of Employee Feedback
Giving effective feedback to employees:
- Enhances productivity and performance
- Fosters higher engagement and satisfaction
- Contributes to talent development and career growth
A strong feedback culture leads to a more engaged workforce and better business results.
For more, visit 15Five’s blog on employee engagement.
How to Provide Effective Employee Feedback
To provide feedback effectively, managers should be intentional about how they prepare, when they deliver feedback, and how they communicate. A few best practices include:
- Prepare in advance: Gather context and examples before initiating the conversation. This helps ground feedback in facts, not assumptions.
- Time feedback appropriately: Give feedback as close to the event as possible. Timeliness improves relevance and retention.
- Use a balanced approach: Incorporate both recognition and areas for growth. Reinforcing strengths builds motivation while addressing improvement fosters development.
- Communicate with clarity and care: Use direct, supportive language and focus on behaviors and impact. Check in on how the message is landing.
Tools like 15Five’s Check-ins, 1-on-1s, and Feedback features help managers create a rhythm of real-time, structured conversations that build trust and drive performance.
15Five’s Kona adds another layer of support by providing AI-powered nudges and coaching insights that help managers deliver feedback with more empathy and effectiveness.
9 Tips for Giving Better Employee Feedback
1. Avoid Giving Unsolicited Advice
Feedback should be welcomed and requested rather than imposed. One way to ensure employees are open to receiving feedback is by creating a psychologically safe environment where they feel comfortable asking for guidance. Only a third of people believe the feedback they receive is helpful. That’s because more often than not, it’s unsolicited, which can create an immense amount of stress for the person receiving it.
If your direct report doesn’t ask for feedback directly, either in person or through 15Five’s Feedback feature, be sure to ask them if, when, and how they’d like to receive it.
This approach gives control to your employee and increases the likelihood that they will act on the feedback you share. Empower your people to control the feedback agenda by helping them feel confident and comfortable enough to ask for it.
2. Be Specific with Your Feedback
Employee feedback should be solutions-oriented, crystal clear, and to the point. If your intention is to offer corrective feedback, general comments like “Your work needs to be improved” or “I wasn’t very impressed with those reports. You have to do better than that” can leave your employee confused and in the dark as to what aspect of their work needs to be corrected.
Be specific on what you’d like your employee to do and offer guidance on how they can apply the feedback. For example, “I noticed you were late on your last two deadlines. I’d like to work with you on your time management to ensure you’re not committing to too much and completing each of your tasks in a timely manner.”
Pro tip: Don’t get stuck on corrective feedback. Remember to also share positive feedback with your employees so they know the things they should continue doing (but not at the same time, see tip #6).
3. Come with a Deep Level of Empathy
Understanding employees’ perspectives improves communication and fosters trust. One way to demonstrate empathy is by using phrases like: ‘I understand this may have been challenging for you. Let’s discuss how we can work together to improve the outcome.’
Delivering feedback that exposes a wide gap in self-knowledge demands an extra measure of sensitivity. Like ripping off a scab, the sting of discovering such a profound gap often elicits strong emotions that can easily be confused as defensiveness. If you’re someone who bears the brunt of your colleague’s difficult behavior, be sure you can set those frustrations aside in favor of the empathy you’ll need for this conversation.
Before you even approach your colleague, be prepared to give them the space they’ll need to feel shocked upon receiving your feedback. Remember not to interpret it as intensified resistance to your message,” according to organizational consultant, Ron Carucci.
15Five’s Kona can support this kind of empathetic leadership by delivering real-time nudges and coaching insights that guide emotionally intelligent feedback conversations.
4. Don’t Wait for a Quarterly Review
Employee feedback immediately following an event has the greatest impact on performance. And engagement peaks when employees receive feedback on a weekly cadence. If issues are left unaddressed, they may multiply by a domino effect. So by the time the quarterly performance review comes around, you’ll be confronted with a host of issues that could have been avoided if mentioned earlier.
Another flaw in saving feedback for the performance review process is that problems will be forgotten and the time for offering valuable feedback will have passed. Daily or weekly feedback will help you avoid the recency bias—which mainly reflects recent work and occurs too infrequently to align with the employee’s workflow—and can make tracking and analyzing a colleague’s work much easier for all parties involved.
5. Keep It Private
Don’t criticize publicly—ever.
For some, even praise is better delivered in a private meeting. Some people simply don’t like being the center of attention. You can also consider offering employee feedback in the form of a written response. This can give you time to reflect and offer a more thoughtful answer.
Feedback isn’t just uncomfortable for the receiver, it can be uncomfortable for the giver as well. By moving the location to a more informal area, you can help to alleviate some of the underlying pressure.
6. Don’t Take the “Sandwich Approach”
Helping someone improve should always be the goal of feedback, but sandwiching corrective feedback between two pieces of positive feedback won’t soften the blow. This method creates confusion for the receiver, undermines your feedback, and can decrease levels of trust.
Although it may feel more uncomfortable for the giver, being upfront and transparent with corrective feedback sets the foundation for an authentic conversation. Focus on delivering feedback tactfully instead of beating around the bush.
7. Make the Conversation a Two-Way Street
Lecturing someone on how they should improve is about as effective as talking to a brick wall. Don’t forget the important element of respect when discussing vulnerable topics, and certainly don’t talk at someone when it’s far more effective to open up the conversation and talk with them.
Let the receiver respond to your feedback and allow them to ask follow-up questions. Once the issue is clear, then you two can work together to land on a solution or course of action.
8. Focus on Performance, Not Personality
Focus on an employee’s behaviors (what they do) rather than on their personality traits (what they’re like). Consider these two examples from “The Secret to Giving Constructive Criticism” and think about what type of feedback you would like to receive.
Example 1: “Your arrogance is causing a problem.”
Example 2: “When you interrupt me in front of a client, it causes a problem.”
The better approach to feedback is in example 2 because it’s focused on the person’s behavior, whereas example 1 takes a jab at the person’s character, which won’t be conducive to improvement.
9. Keep the Conversation Going by Following Up
Evaluation is tough, and it takes a lot of thought and energy to do it properly. Instead of treating feedback conversations as a one-and-done, follow up with your direct report and show appreciation when you see improvement along the way.
This will show them that you care about their success, and it can motivate them to keep up the great work.
Providing Better Feedback
Providing regular, clear, and constructive feedback is one of the most powerful ways to support employee growth and business success. By focusing on timing, empathy, clarity, and follow-through, managers can create a strong foundation of trust and accountability.
These nine tips offer a roadmap for giving feedback that inspires improvement, boosts engagement, and supports ongoing development. Implementing them consistently can transform feedback from a dreaded task into a driver of connection and performance.
Want to equip your managers with the tools to give better feedback? Explore 15Five’s manager tools, including group coaching, on-demand content, and Kona, to support every step of the conversation.
Updated July 15, 2025
