Basics of providing feedback as team managers

Feedback is a foundation for staff development, setting clear expectations, and building mutual trust between manager and employee. Unfortunately, many managers provide feedback too infrequently, ineffectively, or not at all. It's always good to recap the basics principles of constructive feedback, which is precisely the focus of this article.

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Focus on specific situations

According to the Harvard Business Review, feedback is most effective when it is clear and focused on specific situations or behaviours. Instead of general statements like "You need to improve your communication", try citing a specific instance: "At the last meeting, it was great that you had prepared strong arguments, but next time consider giving others more time to share their input.”

Balance criticism with positive elements

Feedback need not be solely about criticism. Effective managers know how to link this with positive recognition. This does not mean ignoring the problem, but rather balancing critical comments by noting what the employee has done well. This approach enhances motivation and openness to change.

Listen and encourage discussion

Feedback should not be a monologue. Give team members space to respond, explain or ask questions. Open communication fosters trust and strengthens the relationship between manager and team.

Pay attention to timing

Feedback should be given as soon as possible after the situation being addressed. The closer the feedback is to the event, the more effectively the employee will understand and benefit from it.



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Article source Harvard Business Review - flagship magazine of Harvard Business School
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