Feedback is often framed as a necessary tool for managing performance and ensuring employees stay on track, but it actually serves a deeper purpose: it helps employees find meaning in their work.
In fact, feedback is one of the most powerful ways leaders and managers can create an environment of growth, trust, and motivation.
Effective feedback does more than correct mistakes—it fuels development, highlights impact, and strengthens relationships. Here’s how.
Feedback fosters mastery. Constructive feedback helps employees refine their abilities, overcome challenges, and take ownership of their development. When employees see measurable progress in their skills, their work becomes more fulfilling.
Feedback highlights impact. Employees are more engaged when they understand how their work contributes to the bigger picture. When feedback includes clear explanations of impact, it reinforces why their work matters.
Feedback strengthens connection. Employees want to feel seen and valued. Feedback provides an opportunity for managers to show they care about an employee’s growth and well-being.
Okay, feedback is a good thing, but how do you deliver it the right way?
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Describe the behavior clearly – Stick to observable facts, not interpretations. Instead of saying, “You were rude,” say, “I noticed you interrupted several times.”
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Explain the impact – Help the employee understand why the behavior matters. “By interrupting, we missed an opportunity to gather key insights from the client.”
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Outline the solution – Offer guidance. “Next time, jot down your thoughts and wait for a pause before asking questions.”
Feedback isn’t just about correction—it’s about connection, growth, and purpose. And when delivered with clarity and intention, it goes from being uncomfortable to becoming invaluable.
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