The Power Of Feedback

If your feedback isn't changing behavior, you're not giving feedback—you're just complaining. After 25 years of coaching leaders through difficult conversations, I've learned that most feedback fails because it focuses on making the giver feel better rather than making the receiver better. Why most feedback doesn't work: ↳ It's delivered months after the fact ↳ It attacks personality instead of addressing behavior ↳ It assumes the person knows what to do differently ↳ It's given when emotions are high ↳ It lacks specific examples or clear direction The feedback framework that actually changes behavior: TIMING: Soon, not eventually. Give feedback within 48 hours when possible Don't save it all for annual reviews. Address issues while they're still relevant. INTENT: Lead with purpose and use statements like - "I'm sharing this because I want to see you succeed" or "This feedback comes from a place of support." Make your positive intent explicit. STRUCTURE: Use the SBI Model. ↳Situation: When and where it happened ↳Behavior: What you observed (facts, not interpretations) ↳Impact: The effect on results, relationships, or culture COLLABORATION: Solve together by using statements such as - ↳"What's your perspective on this?" ↳"What would help you succeed in this area?" ↳"How can I better support you moving forward?" Great feedback is a gift that keeps giving. When people trust your feedback, they seek it out. When they implement it successfully, they become advocates for your leadership. Your feedback skills significantly impact your leadership effectiveness. Coaching can help; let's chat. | Joshua Miller What's the best feedback tip/advice, and what made it effective? #executivecoaching #communication #leadership #performance

Good: → "Thanks for the feedback." Better: → "Thanks for pointing that out. I'll try to do better next time." Best: → "I appreciate you taking the time to provide constructive feedback on my presentation style. I understand your point about pacing & will consciously work on varying my speed in the future." Next level: → "I actively solicit feedback after each presentation. I've found that asking specific questions like, "What was the most impactful part of the presentation?" or "What could have been clearer?" yields the most actionable insights. I then meticulously track & analyze this feedback to identify patterns and areas for consistent improvement." Reality: → "Sometimes, feedback stings. It's easy to get defensive, especially when you're passionate about your work. The reality is, even the harshest feedback often contains a kernel of truth. The key is to separate the message from the delivery, focus on the intent, and identify actionable steps for growth. Remember, feedback is a gift, even when wrapped in prickly paper." Accepting feedback takes practice sometimes. Have you ever felt stung by a constructive feedback? Share your stories before.

Constructive criticism is a powerful tool for growth, and knowing what went wrong can help me make the necessary adjustments for future opportunities. Receiving feedback helps me understand areas where I might have fallen short, whether it's in my skills, communication, or understanding of the role. Without that feedback, I'm left in the dark, unsure of what went wrong or what I need to focus on for personal development. It’s not just about hearing “no,” it’s about learning from the experience and improving myself for the next challenge. I value transparency, and a little insight into what could have been better would be incredibly helpful. When feedback is given, it shows that the company cares about the candidate’s growth, even if they aren’t the right fit for the role at the moment. It’s a small step that can make a big difference in how a candidate approaches their job search and career growth. Constructive feedback allows me to refine my skills, work on areas of weakness, and come back stronger for the next opportunity. It also enhances the candidate experience, leaving me with a positive impression of the company, even if I’m not selected for the role. Providing feedback doesn’t only benefit me as a candidate it also helps the company in the long run by fostering a positive and respectful interview process. When HR takes the time to guide candidates, it reflects well on the company’s culture and commitment to growth, both for its employees and potential hires. In the end, feedback creates a win-win situation for everyone involved, turning a rejection into an opportunity for self-improvement.

£11k to £25k. That’s how much it costs to replace an employee in the UK. Still relying on exit interviews? You’re already paying the price. By the time someone hands in their notice, the damage is done. And it’s costing you more than you think. High turnover is a talent problem, and a financial one. The best way to retain your people? Act before the resignation letter lands on your desk. At Plumm, I’ve seen firsthand how a proactive feedback culture transforms teams. It’s about listening before it’s too late, fostering trust, and showing employees they matter. Why proactive feedback matters? - Catch problems early Regular check-ins help spot issues before they escalate into costly resignations. - Foster growth People stay where they feel valued. Feedback should drive development, not just reviews. - Build trust Open conversations strengthen relationships, increasing retention. How to get it right? ↳ Make one-on-ones count Go beyond projects. Talk about goals, challenges, and aspirations. ↳ Open up feedback channels Surveys, digital tools, or just creating space to speak up. ↳ Celebrate wins Consistent recognition boosts morale and retention. ↳ Encourage two-way conversations Ask for feedback on leadership. It builds mutual respect. ↳ Act on feedback Nothing kills trust faster than ignored input. Show employees their voice matters. Exit interviews explain why someone left. Proactive feedback helps you keep them. High turnover is expensive. A feedback culture protects your bottom line and keeps your best people. PS: How are you making sure your employees feel heard?

In my 18 years at Amazon, I've seen more careers transformed by the next 2 weeks than by the other 50 weeks of the year combined. It's performance review season. Most people rush through it like a chore, seeing it as an interruption to their "real work." The smartest people I know do the opposite: they treat these upcoming weeks as their highest-leverage opportunity of the year. After handling over fifty feedback requests, self-reviews, and upward feedback 𝘢𝘯𝘯𝘶𝘢𝘭𝘭𝘺 for nearly two decades, I've learned this isn't just another corporate exercise. This is when careers pivot, accelerate, or stall. Your feedback directly impacts compensation, career trajectories, and professional growth. Your self-assessment frames how leadership views your entire year's work. This isn't busywork—it's career-defining work, but we treat it with as much enthusiasm as taking out trash. Here's how to make the most of it: 𝗚𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗼𝘁𝗵𝗲𝗿𝘀 𝘄𝗼𝗻'𝘁 - Ask yourself: "What perspective am I uniquely positioned to share?" Everyone will comment on the obvious wins and challenges. Your job is to provide insights others miss, making your feedback instantly invaluable. 𝗗𝗲𝗳𝗲𝗮𝘁 𝗿𝗲𝗰𝗲𝗻𝗰𝘆 𝗯𝗶𝗮𝘀 - I keep a living document for every person I work with. When something feedback-worthy happens—good or challenging—it goes in immediately. No more scrambling to remember projects from months ago. This ensures specific, timely examples when needed. 𝗠𝗮𝘀𝘁𝗲𝗿 𝘆𝗼𝘂𝗿 𝘀𝗲𝗹𝗳-𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 - Don't just list tasks—craft a narrative. Lead with behaviors that drove impact. Show your growth in handling complex situations, influencing across teams, and making difficult trade-offs. Demonstrate self-awareness by acknowledging areas where you're actively improving. 𝗙𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 - They receive little feedback all year. Focus on how they help you succeed and specific ways they could support you better. Make it dense with information—this might be their only chance to learn how to serve their team better. 𝗢𝗻 𝗴𝗶𝘃𝗶𝗻𝗴 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - The difference between criticism and valuable input is showing you genuinely want the other person to succeed. When that intention shines through, you don't need to walk on eggshells. Be specific about the behavior, its impact, and how it could improve. 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘄𝗲𝗹𝗹 𝗶𝘀 𝗮 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿 - Good constructive feedback often feels like an insult at first. But here's the mindset shift that changed everything for me: feedback is a gift. It's direct guidance on improvement from those who work closest with you. When you feel that defensive instinct rise, pause and focus on understanding instead. Here's your challenge: This year, treat performance review season like the most important work you'll do. Because in terms of long-term impact on careers—both yours and others'—it just might be.

Honesty and directness are two of the most valuable traits in any workplace, yet I feel we are losing them...or losing the skill behind them. While many people are avoiding directness for fear of causing discomfort, others dive into “telling it like it is” without the tact and empathy that make honest feedback constructive. Somewhere along the line, these important qualities got tangled up with conflict or insensitivity, making many people shy away from direct feedback or honest opinions. It's important to recognize that: 💡 People often seek reassurance or pity, but what they often need most is honesty and directness. ⚠️ And if we don't recognize this and we lose honesty and directness, we lose the foundation for trust and growth. ⚡ Empathy and kindness are crucial at work, but they shouldn’t come at the expense of clarity and truth. We need to show people we value them by delivering the truth with empathy and respect. When we do this, we also impact efficiency. Instead of tiptoeing around issues, we can address them, find solutions, and move forward. Problems that might have lingered for months can be addressed in a single, honest conversation. There is no need to choose between being direct and being empathetic! It’s about combining the two thoughtfully. ✔️ Take a moment to notice your own emotion and consider how your words and tone will be received ✔️ Be conscious of tact, timing and empathy ✔️ Be specific and constructive..."I've noticed (specific issue) and I'd like to chat about what we can do about it" ✔️ Focus on the issue not the person ✔️ Encourage people to give YOU constructive feedback...and highlight that it goes both ways ✔️ Stick to facts, not opinions. And be clear on the impact before seeking solutions. Change starts with LEADERS! Research from Edelman’s Trust Barometer shows that transparency and honesty are top drivers of trust in leadership, with 84% of respondents saying that open and honest communication from leaders builds trust. We are all leaders in some respect so we can all ask ourselves...am I being direct and honest enough with the people around me? The people I care about? ❓ What are your thoughts on the topic ❓ How can leaders strike the right balance between honesty and empathy to build a culture of trust ❓ What’s one approach that’s worked well for you ❓ Leave your comments below 🙏 #trust #respect #openness #honesty #leadership #teamwork

Imagine working hard all year, thinking everything's fine. You hardly get any feedback, just occasional praise or suggestions. But then, out of the blue, comes the yearly appraisal meeting. Suddenly, you're bombarded with criticism, caught off guard. It feels demoralizing and confusing. Why weren't you told earlier? Trust falters, and motivation suffers. Sound familiar? Now, imagine a different scenario. Throughout the year, you receive regular feedback - small, yet valuable insights on your performance. Your manager provides guidance, acknowledges your achievements, and points out areas for improvement. You feel supported and encouraged to grow. When the time for the annual appraisal meeting arrives, it's not a dreaded surprise. Instead, it becomes an opportunity to reflect on your progress, discuss goals, and receive constructive input. Trust between you and your manager deepens, and your motivation remains intact. This scenario highlights the importance of regular feedback. When feedback is given consistently, it empowers employees to enhance their performance, make adjustments, and achieve their full potential. It builds a culture of continuous improvement and ensures that annual appraisals become positive and productive discussions rather than demoralizing surprises. Small feedback given regularly is coaching. Big feedback given erratically is an ambush ⭐ If you found this message resonating, share it with your network. Let's start a dialogue on the importance of regular feedback in the workplace. #corporatelife #appraisal #linkedinforcreators #FeedbackMatters #ContinuousImprovement

Just had 20 mins on the phone with a CEO to go through feedback on applicants for a role in their leadership team. The level of detail we went through made me realise how rare it is unfortunately when you get feedback in such detail. Feedback through the recruitment process is an emotive topic. For recruiters (be it internal or external), it's a challenging one across all stages of the process especially now with the volume of job applications sky rocketing. Technology in the prescreen process plays a hugely important role to automate at scale and whether we like it or not, can ensure at the very least that job seekers know the status of their application. Personalised feedback is almost impossible when it's feedback at scale - that is a reality. When it comes to feedback through an interview process, things change quickly. It is and must be all about personalised feedback. Sometimes it's about how a job seeker answered specific questions or showed up generally in the conversation. Other times it is a comparison to the other applicants that were also interviewed. Ideally it is a combination of all - holistic, tangible feedback that an applicant can use to help understand why they have or haven't progressed in the process. More than ever, I am seeing more and more detailed feedback from applicants about the organisation based on their assessment criteria. This two-way feedback loop is crucial when it comes to creating environments where people and organisations can thrive as one. This CEO was as interested in the feedback coming the other way as he was in his feedback being constructive for each individual that they met. Suffice to say, the environment they are creating is one that is growing, thriving and delivering meaningful outcomes culturally as well as commercially. As a hiring leader within an organisation, while you might not be able to personalise feedback at all points of the recruitment process, when you can make sure take the time to own it holistically. It will benefit you just as much, if not more than the job seeker. #candidateexperience #feedbackisagift #recruitmenttips

Like a medical diagnosis, criticism in the workplace serves to pinpoint problems, inefficiencies, or shortcomings. It highlights areas that require attention, whether in individual performance, team dynamics, or organizational processes. However, criticism that stops at identification, without providing a roadmap for improvement, is incomplete. It can lead to frustration, demotivation, and a sense of aimlessness, akin to a patient knowing their ailment but having no means to cure it. The transition from merely diagnosing to offering a treatment plan in the business context involves providing actionable feedback. This step requires skill, empathy, and a deep understanding of the individual or the situation at hand. Actionable feedback is specific, achievable, and relevant. It not only points out the area of concern but also offers practical steps, resources, or guidance on how to rectify the issue. This approach transforms criticism from a potentially negative interaction into a constructive and empowering one. Incorporating actionable plans into criticism yields multiple benefits. For employees, it provides a clear path to improvement and facilitates growth. For teams, it encourages a culture of continuous improvement, collaboration, and open communication. And for organizations, it leads to improved results and a competitive edge. Implementing this approach is not without its challenges. It requires a culture that values open communication and continuous learning. Leaders and managers must be trained to provide balanced feedback that is both honest and constructive. Additionally, there must be an understanding that the 'treatment plan' might require adjustments and flexibility, as every professional scenario is unique. The takeaways ... [1] When offering criticism, accompany it with a specific, measurable action plan. For instance, if an employee's performance is lacking in a certain area, don't just highlight the problem; provide clear, achievable goals and a timeline for improvement. Offer resources, if needed. [2] Constructive criticism should not be a one-way street. Encourage employees to engage in the feedback process actively. This can be achieved by asking them for their input on potential solutions or improvements. Such an approach not only empowers the employees but also builds a culture of mutual respect and collaborative problem-solving. [3] Criticism and action plans are not a 'set it and forget it' scenario. Regular follow-ups are crucial to ensure that the action plan is being implemented and to assess its effectiveness. [4] Recognizing and acknowledging progress is equally important, as it reinforces positive behavior and outcomes, leading to sustained improvement and development. ✅ Share this to your network ✅ Follow me on LinkedIn for expert insights ★ DM me for a conversation to learn how we can help you grow & succeed #business #people #leadership #management #growth #success #feedback #communication

The Power of Specific Feedback: How to Guide Your Team to Real Improvement I once skimmed a design document from a team member, AL, and instantly felt it missed the mark. Something was off—maybe the clarity, maybe the depth. “This needs improvement,” I said. AL revised it and brought it back. Still not quite right. “Try making it clearer,” I suggested. Another round of edits, another submission. Still, something felt off. Finally, AL looked at me, exasperated. “Joseph, what exactly should I improve?” That’s when it hit me—my feedback was useless. Vague advice like “make it better” is like telling an artist to “be more creative” without pointing out if they need sharper lines, richer colors, or a different perspective. It wastes time, drains energy, and leads to frustration. So, I sat down with AL and walked through specific gaps—unclear diagrams, weak logic, awkward phrasing. No vague suggestions, just clear, actionable direction. The result? The next draft was client-ready. But more than that, from then on, every report he submitted was sharper, clearer, and more effective. If you want real improvement from your team, don’t just say, “Do better.” Tell them how. Because no one can fix what they can’t see.