Good feedback helps people see what is working, understand what could improve, and choose a practical next step. It is specific, respectful, and focused on behavior rather than personality.
A simple four-step conversation
1. Start with a shared purpose
Explain why you are raising the topic and connect it to a shared goal. Choose a private, timely moment so the conversation can stay thoughtful and focused.
2. Describe what you observed
Use a concrete example. Describe an action or words you noticed, without labelling the person or guessing their intentions. “In yesterday’s planning meeting, we moved to the next topic before Maya had shared her update” is clearer than “You are dismissive.”
3. Explain the impact
Share the effect on the work, the team, or the result. Keep the impact proportionate and tied to what happened. For example: “We missed information that would have helped us plan the handover.”
4. Invite their perspective and agree one next step
Ask an open question and listen without interrupting. Then agree on one specific action to try and when you will check in. A small, clear next step is more useful than a long list of corrections.
A script you can adapt
“I’d like to talk about [specific moment] because [shared goal]. I noticed [observable action]. The impact was [specific effect]. How did you see it? What is one step we could try next time?”
When you receive feedback
Listen for the example and the impact before deciding how you feel about the feedback. Ask for clarification if needed, reflect on what may be useful, and choose a next step that you can review later. You do not have to agree with every interpretation to learn from a specific observation.
Feedback works best as an ongoing conversation. Make it timely, private when appropriate, and connected to a clear opportunity to improve.
Want to strengthen how your team learns and works together? Get in touch to discuss a practical development conversation.