Best Practices For Giving Feedback

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 ‼️ This outdated model tends to backfire as people feel manipulated.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.

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!

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 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 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?

The 4 Most Effective Feedback Models Yesterday I did a virtual keynote with a Middle Eastern governmental organisation on effective feedback. Feedback is essential to trust and connection. Done well it can strengthen connections further. Here is some of what I shared that you may find useful. 1. SBI + EBI Model (Situation–Behavior–Impact–Even Better If) • Situation: Describe when and where the behavior occurred.  “In yesterday’s client call…” • Behavior: Describe exactly what the person did.  “…you took the lead on explaining our new proposal.” • Impact: Explain the result or effect.  “The client seemed more confident about our expertise.” • Even Better If: Offer a constructive suggestion for improvement.  “It would be even better if you paused to invite questions earlier, to boost engagement.” 2. BOOST + EBI Model (Balanced–Observed–Objective–Specific–Timely–Even Better If) • Balanced: Acknowledge both positives and areas for growth. • Observed: Refer to things you personally witnessed. • Objective: Remove personal bias. • Specific: Provide concrete examples. • Timely: Deliver feedback soon after the event. • Even Better If: Conclude with one actionable recommendation.  “Your presentation was well-paced. It would be even better if you used fewer slides to keep attention high.” 3. COIN + EBI Model (Context–Observation–Impact–Next Steps–Even Better If) • Context: Set the scene for when/where. • Observation: Describe specific behavior. • Impact: Share the effect on results, people, or outcomes. • Next Steps: Co-create solutions together. • Even Better If: Add a stretch goal or aspirational suggestion.  “Your report was clear and data-driven. It would be even better if you added a short executive summary for quick reference.” 4. Radical Candor + EBI (Care Personally–Challenge Directly–Even Better If) • Care Personally: Show genuine respect and support. • Challenge Directly: Be honest and clear about what needs improvement. • Even Better If: Offer a suggestion that supports growth and mutual trust.  “I know you’re deeply committed to excellence. It would be even better if you delegated more so the team can learn from you.” I hope this helps, do share it with anyone having to dole out feedback this time of year. Just one more speaking engagement to go to round out the year! Simone Heng #author #loneliness #humanconnection #keynotespeaker

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

𝗛𝗼𝘄 𝗜 𝗴𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗰𝗿𝘂𝘀𝗵𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝘁𝗼 𝗺𝘆 𝗧𝗲𝗮𝗺? There was a phase where I thought “good feedback” means being direct. So I was direct. And slowly, I started noticing something painful. People were doing the work. But they were shrinking.  • They stopped sharing drafts early.  • Stopped asking questions.  • Stopped taking bold ownership. Not because they were weak. Because feedback started feeling like a verdict, not guidance. That’s when I learned something as a founder and as a leader: 𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝗳𝗲𝗮𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. 𝗧𝗵𝗲𝘆 𝗳𝗲𝗮𝗿 𝘀𝗵𝗮𝗺𝗲. So I changed how I speak. Here’s the structure I use now: 1. Name the intention first “I’m saying this because I want you to grow here.” 2. Talk about the behavior, not the personality Not “you’re careless”, But “these details were missed.” 3. Make the impact clear “This affects trust, timelines, and how the team relies on you.” 4. Ask for context before judgment “What made this hard?” Honestly, Sometimes it’s overload. Sometimes it’s unclear expectations. 5. Set the next standard in a simple, repeatable way “Next time, use this 2 minute checklist. And share the draft earlier.” 6. End with belief “I’m telling you this because I trust you can handle it.” 𝗜𝗳 𝘁𝗵𝗲 𝗽𝗲𝗿𝘀𝗼𝗻 𝗹𝗲𝗮𝘃𝗲𝘀 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝘀𝗺𝗮𝗹𝗹𝗲𝗿, 𝗜 𝗹𝗲𝗱 𝗶𝘁 𝘄𝗿𝗼𝗻𝗴. Feedback is not a punishment. It’s a leadership tool to build people who stay confident while getting better. #Leadership #TeamCulture #Management #Founders #PeopleFirst

Most leaders don’t struggle to give feedback because they lack good intentions, they struggle because they lack the right frameworks. We say things like: 🗣 “This wasn’t good enough.” 🗣 “You need to speak up more.” 🗣 “That project could’ve been tighter.” But vague feedback isn’t helpful, it’s confusing. And often, it demoralizes more than it motivates. That’s why I love this visual from Rachel Turner (VC Talent Lab). It lays out four highly actionable, research-backed frameworks for giving better feedback: → The 3 Ps Model: Praise → Problem → Potential. Start by recognizing what worked. Then gently raise what didn’t. End with a suggestion for how things could improve. → The SBI Model: Situation → Behavior → Impact. This strips out judgment and makes feedback objective. Instead of “You’re too aggressive in meetings,” it becomes: “In yesterday’s meeting (Situation), you spoke over colleagues multiple times (Behavior), which made some feel unable to share (Impact).” → Harvard’s HEAR Framework: A powerful structure for disagreement. Hedge claims. Emphasize agreement. Acknowledge their point. Reframe to solutions. → General Feedback Tips: – Be timely. – Be specific. – Focus on behavior, not identity. – Reinforce the positive (and remember the 5:1 rule). Here’s what I tell senior FMCG leaders all the time: Good feedback builds performance. Great feedback builds culture. The best feedback builds trust, and that’s what retains your best people. So next time you hesitate before giving hard feedback? Remember this: → You’re not there to criticize. → You’re there to build capacity. Save this as your cheat sheet. Share it with your teams. Let’s make feedback a tool for growth, not fear. #Leadership #FMCG #TalentDevelopment #PerformanceCulture #FeedbackMatters #ExecutiveDevelop

The most dangerous kind of feedback isn’t the harsh kind. It’s the kind that sounds fine but changes nothing. Leaders waste hours repeating the same points, wondering why nothing sticks. It’s not laziness on your team’s part. It’s that your words aren’t sparking movement. Here’s what separates feedback that shifts behaviour from feedback that disappears into thin air: 1. Trust before talk:  No trust, no change. People listen with half an ear when they feel judged. 2. Precision over politeness:  “Work on your communication” is vague. Try: “When updates are last-minute, the team scrambles. Sharing earlier would prevent the chaos.” 3. Show strengths before gaps:  When you acknowledge what’s working, people are more willing to improve what isn’t.  For example: “Your presentation was clear and engaging. Adding data at the start would make it even more convincing.” 4. Behaviours, not labels:  Telling someone they’re careless won’t change anything. Showing them the specific action that caused the mistake might. And here are extra ways to make feedback actually land: ➡️Pick the right timing. Feedback in the middle of stress or conflict rarely gets heard. Wait until people are calm enough to absorb it. ➡️ Frame it as a possibility. Instead of only pointing to what went wrong, highlight the potential you see. People lean in when they feel you believe in them. ➡️ Make it a dialogue. Ask “How do you see it?” or “What could help you here?” Feedback works best when it becomes a shared problem-solving moment. ➡️ Anchor to purpose. Connect the feedback to the bigger picture: “When reports are clear, the client trusts us more.” Purpose creates motivation. ➡️ Balance the emotional tone. A steady, calm delivery helps the person stay open. If you sound irritated or rushed, the message gets lost. ➡️ Close with next steps. Clarity comes from knowing exactly what to try next and when you’ll review it together. Feedback is either a lever for growth or a loop you get stuck in. The choice is in how you deliver it. When you give feedback, do you focus more on safety, clarity, or motivation? #feedback #difficultconversations #work

The fastest way to make feedback ineffective? Turn it into a monologue. In RA/QA, I see this all the time.
Leaders really care about their teams. They want to be supportive. They want to give context.
So they turn a simple piece of feedback into a long explanation… and the core message gets lost. The intention is there, but the result is the opposite of what they hoped for.
People walk away unsure what actually needs to change. Long feedback creates confusion.
Short, factual, future-focused feedback creates improvement. We spoke about this on our recent episode of future leaders - link in comments. Here’s a structure that works in under 30 seconds - and actually lands: 1. Here’s what I saw Keep it factual. No assumptions. No emotion. “Hey, I noticed in today’s meeting you asked questions that were already covered in the preread sent yesterday.” This is just the observation.
Not a character judgement.
Not a story.
Just: here’s what happened. 2. Here’s why it matters People need to understand the impact of their behaviour. “It gave the impression you weren’t fully up to date, and we spent time repeating information instead of moving the discussion forward.” Impact gives the feedback meaning.
It connects the moment to the bigger picture - team time, decisions, trust, efficiency. 3. Here’s what to do next time Make the path forward simple and achievable. “Next time, please take a moment to go through the preread so we can use our time together more effectively.” This is what effective feedback sounds like.
Not dramatic. Not heavy. Not personal.
Just clarity. Short feedback doesn’t minimise the issue - it removes the confusion.
And when people know exactly what’s expected, they adjust faster and perform better. Most performance issues don’t require a 10-minute monologue.
They require a 30-second conversation delivered with intention. These insights are backed by the expert panel in our latest Future Leaders Session, Mastering Performance. You can watch the full session here: https://lnkd.in/dtEHMta2 And if you want to deepen your leadership capability in 2026, join the next Future Leaders Session: here > https://luma.com/oemwy59f See you there!

"With all due respect..." "I understand how you feel." "That's an interesting idea" "Noted." Sometimes the nicest words can feel dismissive and silence people. 👉🏼 Here’s some small changes you can make for people to feel heard and encouraged to speak up: "I’ll take that into consideration." ➡️ “Here’s what I’ll do next. Your feedback matters, so I’ll keep you posted on how it shapes my decision.” "With all due respect…" ➡️ “I see where you’re coming from on x. Here’s my take, what are your thoughts?” "Just playing devil’s advocate." ➡️ “I appreciate your thinking. Let's brainstorm together what might happen if we look at it from this other perspective." "Noted." ➡️ “Thank you for raising this. I want to give it the attention it deserves and will get back to you with an update." "Thanks for your input." ➡️ “Thanks for sharing your thoughts about [specific topic]. Can you expand on that?" "That’s an interesting idea." ➡️ “Tell me more... What would it look like in practice?" "I understand how you feel." vs. ➡️ "I want to make sure I fully understand how this is impacting you. Can you share more, and let’s talk about what would help?" "Let’s agree to disagree." ➡️ "I appreciate your perspective on this. I respect that we have different opinions on this, and I’m glad we can speak openly about it.” "Let’s circle back on this." ➡️ “Let's circle back on this next week in our one-on-one. Does that work for you?” "It’s company policy." ➡️ “This is our company policy. I understand this policy can feel limiting. Here’s the reasoning behind it, and I’d like to hear your concerns so we can explore options within our constraints.” "No offense, but…" / "I don’t mean to be difficult, but…" ➡️ “I want to help us get to a better outcome. Are you open to some feedback?” Words matter. What sounds encouraging may not be enough. In fact, common polite expressions can be interpreted as shutting people down. Then: ❌ Teams stop speaking up. ❌ People stop caring. ❌ Innovation dies before it starts. Smart leaders don't focus on being polite and kind. They focus on open communication. It takes a lot more. Teams don’t need more courtesy. They need more candor, delivered with respect and encouragement. What’s the most “polite” phrase you’ve heard at work that made you feel shut down, or empowered? ➡️➡️➡️ Bring a workshop on bold communication for influential leadership to your team: contact me for details. #Leadership #Communication #TrustAtWork #TeamCulture #HR #L&D #CorporateCulture #EmployeeExperience #WorkplaceWellness #AuthenticLeadership #Influence #ManagerTips #SpeakUp #PsychologicalSafety #Innovation #IvnaCuri