Feedback is often hailed as a cornerstone of management, yet in many companies, it fails to deliver results. The problem is not the act of giving feedback—it’s how it’s done.
Common pitfalls include:
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Generic praise or criticism that feels insincere.
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Feedback without action—telling employees what’s wrong without showing them how to improve.
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Timing mistakes, such as waiting weeks to address an issue that should have been discussed immediately.
Effective managers treat feedback as an ongoing dialogue, not a one-time event. To get it right:
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Be specific: Replace “Good job” with “Your detailed client report made it easier for the team to identify key issues.”
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Balance positive and constructive points: Employees respond best when they feel recognized, not attacked.
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Make it actionable: Tie feedback to clear next steps, ensuring employees understand what success looks like.
When feedback is done well, it transforms performance and strengthens team relationships.
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