Feedback isn’t about giving a thumbs up or down—it’s about creating opportunities for growth. Whether you’re a manager helping your team excel or an employee striving to improve, feedback is the bridge between potential and achievement.

How to Start a Feedback Session as a Manager

The opening of a feedback session sets the tone. Begin by recognizing what the employee did well and how they accomplished it. Highlighting their strengths creates a foundation of trust and positivity.

For instance, you could say:

• “You utilized effective listening skills to address the client’s concerns.”
• “You employed strong problem-solving skills to manage a challenging customer.”

Another approach is to start with a summation of their performance. Then, mention three specific accomplishments they achieved before transitioning to areas for improvement. Conclude with actionable recommendations to guide their future efforts.

What If the Entire Performance Fell Short?

It’s natural to wonder how to handle situations where the performance didn’t meet expectations. As a manager, your role is to mentor and guide. Use the session as an opportunity to provide constructive advice and training to help the employee improve.

Tips for Managers

1. Keep the Tone Neutral and Conversational
   Feedback should feel like a dialogue, not a lecture. Ask questions to involve the employee and encourage their input.
2. Focus on One Area for Improvement
   Pinpoint one specific area to work on, provide the resources and support needed, and set a follow-up observation to track progress.

Actions to Avoid

• Using “you” statements to assign blame, such as: “You failed to meet the deadline.”
  Instead, reframe: “Let’s explore what might have delayed the deadline and how we can address it next time.”
• Downplaying accomplishments as accidental or insignificant.

How to Navigate Feedback as an Employee

Receiving feedback can feel challenging, especially if it’s critical. Here’s how to make the most of the session:

1. Ask for Specifics
   Request examples of good performance or areas where you can grow. For example:
   • “Could you provide an example of where I met expectations?”
   • “Are there opportunities for additional training to improve in this area?”
2. Respond Professionally to Criticism
   If your supervisor criticizes your performance without offering constructive feedback, redirect the conversation by asking:
   • “Which part of my performance didn’t align with the company’s mission?”
   • “What specific steps can I take to better reflect the mission in my work?”
3. Follow Up with an Email
   After the session, send a concise email thanking your supervisor and summarizing key takeaways. For example:
   • “Thank you for observing my performance. I used my problem-solving skills to address the client’s needs because our mission focuses on equipping clients with tools to become stronger leaders.”
4. Keep Records
   Document notes, plans, and outlines from your feedback session. These materials can support your progress and provide additional context during follow-ups.

Actions to Avoid

• Being defensive or argumentative.
• Interrupting or rebutting your supervisor.
• Shifting blame to others.

Feedback Is a Two-Way Street

Effective feedback is a collaborative effort. Managers should provide clear, actionable guidance, and employees should embrace the opportunity to learn and grow. By fostering a constructive dialogue, feedback becomes a tool for improvement rather than a source of conflict.