What is effective feedback?

Effective feedback is information given to someone about their performance with the intent of improving future results. It's not criticism, judgment, or venting. It's a tool for growth.

The best feedback is: specific (not vague), timely (close to the event), actionable (the person can do something about it), and delivered with care (you want them to succeed, not to feel bad).

Think of feedback as a gift. When done well, it's one of the most valuable things you can give someone. When done poorly, it's a burden they'll resent receiving.

Why feedback matters

Gallup research shows that employees who receive regular feedback are 3.5x more likely to be engaged at work. Yet 65% of employees say they want more feedback than they currently receive.

→People can't improve blind spots. Without feedback, people repeat mistakes they don't know they're making.
→Silence is interpreted negatively. When you don't give feedback, people assume either you don't care or everything is fine.
→Small issues become big problems. Unaddressed performance issues compound over time and become harder to fix.
→Recognition needs specificity. "Good job" means nothing. Specific positive feedback reinforces exactly what to keep doing.

Signs your feedback isn't working

🚨 The same issues keep recurring after you've addressed them

🚨 People get defensive or shut down when you give feedback

🚨 You avoid giving feedback because it's uncomfortable

🚨 Your feedback is only given during formal reviews

🚨 People seem surprised by feedback in performance reviews

Feedback frameworks that work

1. SBI: Situation-Behavior-Impact

Describe the Situation ("In yesterday's client meeting..."), the specific Behavior ("you interrupted Sarah three times..."), and the Impact ("which made it hard for her to finish her point and the client looked uncomfortable").

2. The feedback sandwich (use carefully)

Positive → Constructive → Positive. This works for minor feedback but can feel manipulative if overused. People start waiting for "the but." Use sparingly.

3. Ask, don't tell

"How do you think that meeting went?" Often people know what they did wrong. Letting them identify it themselves creates more ownership than telling them.

4. Radical Candor

Kim Scott's framework: Care Personally + Challenge Directly. Show you care about the person AND be direct about the issue. Neither alone works—you need both.

Common mistakes to avoid

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Being vague

"You need to be more professional" tells them nothing. What specific behavior needs to change?

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Waiting too long

Feedback months after the event feels unfair. "Why didn't you tell me then?" Address issues promptly.

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Making it personal

"You're lazy" vs "You missed three deadlines this month." Attack the behavior, not the person.

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Public criticism

Praise in public, criticize in private. Public feedback humiliates; private feedback develops.

How to give better feedback

1Ask permission. "I have some feedback about the presentation. Is now a good time?" This creates receptivity.
2Use "I" statements. "I noticed..." or "I felt..." is less accusatory than "You did..."
3Be specific and give examples. One clear example is worth ten vague generalities.
4Focus on the future. "Next time, you might try..." is more useful than dwelling on what went wrong.

Practice feedback conversations. Skillbase lets you rehearse giving difficult feedback—to underperformers, defensive employees, and peers—in a safe environment where you can learn from mistakes.

Try feedback scenarios

Frequently asked questions

How do I give feedback to someone senior to me?▼

Frame it as an observation, not a correction: "I noticed X—I'm curious about your thinking there." Or ask for their perspective first: "How did you think that went?" Focus on impact to shared goals, not personal criticism.

What if the person gets defensive?▼

Don't match their energy. Acknowledge their feelings: "I can see this is hard to hear." Ask questions: "Help me understand your perspective." Sometimes you need to let them process and revisit later.

How often should I give feedback?▼

Continuous, not just annual reviews. Positive feedback: whenever you catch someone doing something well. Constructive feedback: as close to the event as possible. Weekly one-on-ones are a good rhythm for ongoing development conversations.

Should I give feedback over email or in person?▼

Constructive feedback should almost always be in person (or video call). Tone is critical and easily misread in text. Positive feedback can be written—it's nice to have a record.

Key takeaways

✓ Effective feedback is specific, timely, and actionable
✓ Focus on behavior and impact, not personality
✓ Use frameworks like SBI to structure your feedback
✓ Praise in public, criticize in private
✓ Give feedback continuously, not just in reviews

Giving feedback: the complete guide

⚡ Quick answer