Feedback isn’t criticism—it’s communication for growth. Yet many managers avoid it because they fear conflict or discomfort. The truth is: feedback, when done right, strengthens trust and performance.
1. Redefining Feedback:
Constructive feedback is not about pointing out mistakes—it’s about identifying opportunities for improvement while preserving dignity.
A great manager doesn’t say, “You did this wrong.” They say, “Here’s how we can make this stronger next time.”
2. The 3-Step Feedback Framework:
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Clarity: Be specific, not emotional. “The report missed key data” is clearer than “It wasn’t good.”
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Collaboration: Ask for the other person’s view. “How did you approach this part?”
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Commitment: End with an agreed action plan. “Let’s review the next version together by Friday.”
3. Why It Matters:
Constructive feedback builds a culture of learning, accountability, and open dialogue. It helps managers shape better results while empowering employees to own their progress.
When feedback becomes a shared practice—not a feared moment—teams evolve faster, and managers become true coaches, not just supervisors.
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