Assertive Feedback Techniques ft. Gurleen Baruah

Assertive Feedback Techniques ft. Gurleen Baruah

Let’s be real—giving feedback as a manager isn’t always easy. Say too little, and nothing changes. Say too much, and it might come off as harsh. So how do you strike the right balance? In this episode of RiseUp Radio, we sit down with Gurleen Baruah to talk about assertiveness as a manger, using it in feedback—what it actually means, why it matters, and how to get better at it. We’ll break down the difference between assertive feedback, aggressive, passive, and passive-aggressive communication, using a simple framework that makes it all click. But this isn’t just theory—we’re bringing in real-world role-playing to show what good (and bad) feedback looks like in action. Plus, we’ll introduce the softened startup strategy, a simple way to start feedback conversations without making things weird. And because great leaders don’t just give feedback—they ask for it too—we’ll dive into why managers should actively seek input from their teams to create a culture of open communication. If you’ve ever struggled with giving assertive feedback without overthinking it, this one’s for you. Let’s get into it!

Gurleen is an experienced Culture Designer and Facilitator building That Culture Thing, a management consulting firm. Gurleen works with organizations to harness the true potential of their human capital through culture interventions. Outside this sphere, Gurleen doubles up as an avid learner of human behavior and writes for The Indian Express.

Connect with Gurleen: LinkedIn

Assertive feedback is all about respecting both your own opinions and those of others—it’s a balanced approach where everyone feels heard and valued. Instead of overpowering or holding back, assertiveness helps create a space for mutual respect, open conversations, and problem-solving.

The Four Communication Styles (and Why They Matter)

Not all communication styles are created equal. Understanding them can help you recognize patterns in your own interactions and adjust for better results:
  • Aggressive Communication – This is all about “me first” thinking. It prioritizes one’s own needs while disregarding others, often coming across as blame-heavy and confrontational. While it may get immediate results, it damages relationships and discourages collaboration.
  • Passive Communication – The opposite of aggression, this style prioritizes others’ needs at the expense of one’s own. It often leads to unspoken resentment and problems being swept under the rug instead of addressed. Signs include avoiding conflict, struggling to express opinions, and failing to make eye contact.
  • Passive-Aggressive Communication – This is when frustration is expressed indirectly—through sarcasm, backhanded comments, or complaining to others instead of addressing the issue head-on. It’s often seen as the most harmful style because it creates confusion and unresolved tension.
  • Assertive Communication – The sweet spot. Assertive feedback means clearly expressing your thoughts and needs while also respecting others’ perspectives. It creates an environment where feedback is constructive, discussions are open, and solutions are found together.
Further reading: Assertiveness vs. Aggressiveness: How to be an effective leader?

How Can You Start Feedback Conversations the Right Way?

One of the best ways to give feedback without making things awkward? The softened startup strategy of assertive feedback which Gurleen shared in the podcast. Instead of blaming or accusing, this approach focuses on expressing how you feel and what you need—using “I” statements instead of “you” accusations. For example:
“You always make me wait.”
“I feel anxious when I have to wait. I need you to be on time.” This small shift reduces defensiveness and makes conversations more productive.

Body Language Speaks Louder Than Words

Your communication style isn’t just about what you say—it’s also about how you say it.
  • Aggressive body language: Intense eye contact, forceful gestures, and a tense posture.
  • Passive body language: Avoiding eye contact, slouching, and hesitant gestures.
  • Assertive body language: Open posture, steady eye contact, and a calm but confident tone.
Being aware of these signals (both yours and others’) can help you adjust your approach in real time.

Why Managers Should Actively Seek Feedback?

Great leaders don’t just give feedback—they invite it, too. Encouraging team members to share their thoughts builds trust, strengthens relationships, and fosters a culture of continuous improvement.
  • Make feedback safe – Create an environment where employees feel comfortable speaking up without fear of repercussions.
  • Use anonymous feedback tools – Sometimes, people feel more comfortable sharing insights when they’re not tied to their name.
  • Don’t wait for performance reviewsReal-time feedback is far more effective than waiting for annual check-ins. Addressing concerns as they arise leads to faster improvements and better outcomes.
At the end of the day, assertive communication is a skill—and like any skill, it gets easier with practice. Whether you’re giving feedback or receiving it, small shifts in how you communicate can lead to better conversations, stronger relationships, and more effective leadership. Ever been in a situation where you needed crucial information from a coworker, but they weren’t delivering on time? The way you communicate in these moments can make or break collaboration. To illustrate this, let’s look at four different communication styles in action—Aggressive, Passive, Passive-Aggressive, and Assertive—through real-world roleplays.

Aggressive Communication – The Blame Game

Scenario: Ashish is waiting for crucial data from Gurleen to complete a project, and the deadline is fast approaching. Instead of handling the situation calmly, things escalate quickly. 💬 Ashish (Aggressive):
“Gurleen, I’ve been waiting for that information forever! It’s way overdue. Can you send it ASAP? My work is stuck because of you!” 💬 Gurleen (Aggressive):
“Well, I don’t have all the data either! The other team hasn’t sent it to me yet—what do you expect me to do?” 💬 Ashish (Aggressive):
“That’s not my problem! You need to figure it out. I can’t do my job without it!” 💬 Gurleen (Aggressive):
“You always do this! Last quarter, same thing—last-minute panic and then blaming me! I’m fed up. I think I need to talk to my manager about changing contacts.” 💬 Ashish (Aggressive):
“Yeah, maybe that’s best. I’m done dealing with this!” Takeaway: Aggressive communication creates unnecessary tension, blame, and frustration. Both parties leave feeling unheard and defensive, and the real issue remains unresolved.

Passive Communication – The Avoider

Scenario: Gurleen is supposed to deliver data to Ashish but hasn’t completed it yet. Instead of addressing the delay confidently, she takes a passive approach. 💬 Gurleen (Passive):
“Hey, I know you were expecting the data, but it’s not ready yet. I think I’ll need a couple more days… hope that’s okay with you?” 💬 Ashish (Passive):
“Oh… uh… okay. I guess I’ll check back tomorrow. Thanks…?” Takeaway: Passive communication avoids direct confrontation, but at the cost of clarity and accountability. While there’s no conflict, there’s also no resolution—Ashish is left unsure, and Gurleen hasn’t fully owned the delay.

Passive-Aggressive Communication – The Side-Eye Approach

Scenario: Ashish is waiting for overdue data from Gurleen, and she is once again delayed. Instead of addressing it directly, she responds with sarcasm and indirect jabs. 💬 Gurleen (Passive-Aggressive):
“Ashish, hope the data is ready… you do remember it was due two months ago, right?” 💬 Ashish (Passive-Aggressive):
“Ugh, yeah, I know. So much on my plate right now. I really want to get to it… just give me a couple more days, okay?” 💬 Gurleen (Passive-Aggressive):
“Oh sure, LOL, I’ll just wait forever then? You owe me this!” 💬 Ashish (Passive-Aggressive):
“I know, I know… I’m really sorry. Just a couple more days, I promise.” Later, instead of addressing the issue directly, Gurleen vents to another coworker:
“Can you believe Ashish? Same excuse as two months ago! Should I just do the task myself? Because, in the end, it’s always me anyway!” Takeaway: Passive-aggressive communication builds resentment and confusion. Instead of solving the problem, frustration leaks into side conversations, making workplace dynamics even more toxic.

Assertive Communication – The Win-Win Approach

Scenario: Gurleen needs Ashish’s data to complete her project before the deadline. This time, she approaches the conversation with assertiveness—clear, respectful, and solution-focused. 💬 Gurleen (Assertive):
“Hey Ashish, I need the pending data to complete my part of the project, and the deadline is coming up. Can you share an update so I can plan accordingly?” 💬 Ashish (Assertive):
“Gurleen, I want to apologize—I should have sent it last week, but other priorities came up. I can send you 60–70% of the data by tomorrow so you can at least get started. Would that work?” 💬 Gurleen (Assertive):
“That sounds good. Let me know if you need my help—I know my work depends on yours, and finishing the project is the priority.” 💬 Ashish (Assertive):
“Actually, now that you mention it, I could use your help with one part. I’ll send you a note, and if you can unlock that, I’ll be able to wrap things up faster.” 💬 Gurleen (Assertive):
“Sounds great. Let’s check in again tomorrow and make sure we’re on track. That way, everything is done by the deadline!” Takeaway: Assertive feedback and communication solves problems instead of escalating them. Both parties take responsibility, offer solutions, and maintain mutual respect. The result? Better teamwork and faster results.

Key Lessons from These Roleplays

  • Aggressive communication burns bridges and creates workplace tension.
  • Passive communication avoids conflict but leaves issues unresolved.
  • Passive-aggressive communication causes frustration without addressing the real problem.
  • Assertive communication builds trust, encourages collaboration, and leads to better outcomes.
Next time you find yourself in a difficult conversation, ask yourself: Am I being clear, respectful, and solution-oriented? Because the way you communicate can change everything.

Try it out with Merlin

Hard luck finding a partner to have roleplay conversations with? We get it! That’s why Risely’s AI coach Merlin knows how to practice things with you! Explore Merlin in Roleplay mode and try out all the difficult conversations like assertive feedback that have been holding you back today. Get started for free: Ask Merlin – The AI Coach for Leaders

Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.

Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.

Connect: LinkedIn

Grab free assessments to support you on the leadership journey!

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How to ask for feedback from employees? | Gurleen Baruah

How to ask for feedback from employees? | Gurleen Baruah

Feedback is a two way street. This podcast took managers on a trip down the other side. As managers, we are told that we should seek feedback from our teams, but the question is – how do we do that? Most managers are untrained in constructive feedback in general, the task of seeking opinion of someone else further adds to the anxiety. To top it off, the team members are often worried and do not give frank feedback to their managers. Is there a way out of this tussle? We discuss three key questions with Ashish and Gurleen, to understand how to ask for feedback from employees:
  • Why is receiving feedback effectively crucial for leaders and managers?
  • Why are individuals not receptive to feedback and how can that be addressed?
  • How can a manager build a feedback culture in their team?

Gurleen Baruah is founder of That Culture Thing, a management consulting firm led by business psychologists, marketers, and academicians, aimed at helping organizations be significantly more efficient, effective, and financially profitable using Human Capital.

Connect with Gurleen: LinkedIn

  • Receiving feedback is essential for professional growth for everyone in an organization, regardless of their position in the hierarchy. Feedback helps individuals improve and take their performance to the next level. For managers, this is important because they work with people and impact careers of others too. Your performance is not just your own!
  • Psychological safety is critical for giving and receiving feedback. Your team may not feel safe giving unsolicited feedback to you due to fear of retribution or not knowing if you are receptive. As a manager, it becomes your task to be pro-active and create a space for safe dialogue and exchange of feedback.
  • There are three common triggers that cause defensiveness when receiving feedback: Truth triggers (disagreement on facts), relationship triggers (focusing on the giver rather than the content), and identity triggers (taking feedback personally). Understanding these triggers will help you in giving and receiving constructive feedback from your team effectively.
  • Managers need to be self-aware and open to feedback, which can help them identify their blind spots and become better leaders. They should be humble and curious rather than defensive.
  • Building a feedback culture involves shifting from a top-down approach to peer-to-peer feedback, encouraging a culture of asking for feedback rather than just giving it. Regular, real-time, informal communication is more effective than annual feedback.
  • Managers should focus on the future when giving feedback and move away from rehashing past mistakes. They should also actively listen to understand the core message in feedback and filter out the noise.
  • Maturity plays a role in how feedback is received. Younger professionals may be more defensive due to the development of their prefrontal cortex, which is related to logical thinking and decision-making. So, your lesson in how to ask for feedback from your team also needs to focus on where your team members are coming from. There reasons of not giving feedback vary a lot.
As a manager, asking for feedback is a positive step toward growth. If you are here wondering how to ask for feedback from your team, you are already moving toward success. Keep it up!

Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.

Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.

Connect: LinkedIn

How strong are your constructive feedback skills?

Free out now with a free assessment from Risely and start growing.

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Giving constructive feedback to help the team achieve more is one of the primary tasks of a manager. But, without the right training and preparation, most managers find themselves struggling in feedback conversations. As per our study of people managers using Risely, about 42% of managers need to take frequent follow-ups about things from their teams. It happens when managers are unable to set the right expectations and explain goals to be met properly. In this conversation with Ashish and Gurleen, we try to solve the riddle of how to give a constructive feedback to a team member, focusing on three primary questions:
  • What is the fundamental purpose of giving feedback?
  • What is a good framework or technique for giving constructive feedback and when should it be given?
  • How can feedback be given in a way that is not demotivating?

Gurleen Baruah is founder of That Culture Thing, a management consulting firm led by business psychologists, marketers, and academicians, aimed at helping organizations be significantly more efficient, effective, and financially profitable using Human Capital.

Connect with Gurleen: LinkedIn

The primary purpose of constructive feedback is to help individuals grow and improve, contributing to both their career development of the people in your team and the achievement of organizational goals. Feedback is a mechanism to help individuals build their careers, not just in an organization but in general. Based on the discussion between Ashish and Gurleen, we can understand a few key points about how to give a constructive feedback effectively:
  • The STAR feedback method (Situation, Task, Action, Result) is a useful technique for providing specific feedback that focuses on behaviors and impact. It provides a structure for feedback conversations and helps in making it more specific.
  • Feedback should ideally be given almost immediately after the event to be most impactful. However, it’s important to consider the emotional state of the receiver. When emotions are high, it’s better to allow some time for the individual to calm down before giving feedback.
  • Feedback should be growth-oriented, focusing on helping the person improve rather than just pointing out mistakes. It should be delivered with genuine care for the individual’s well-being and professional growth. You can explore more with exercises for constructive feedback shared here.
  • Humility is crucial when giving feedback; recognize that your perspective is not the only one, and there could be different versions of the truth. Feedback is a dialogue between two people and not a one-person conversation. As a manager, you should be open to feedback along with being comfortable with giving it to your team.
  • Trust and psychological safety are essential for feedback to be received well. A lack of trust in the workplace will make your people receive feedback as criticism rather than an opportunity for growth. A psychologically safe environment allows for open challenge and feedback.
  • It is important to distinguish between critical feedback and negative feedback. Critical feedback is often viewed as mean and offensive, which is a myth. Feedback should not be used as a checklist exercise and the language used is important.
All in all, feedback makes or breaks your team. Don’t let common misunderstandings about feedback impact your team’s journey.

Ashish is an entrepreneur tackling workplace development challenges through Risely, an AI copilot that helps managers and leaders build essential people skills.

Drawing on his experience in technology and organizational behavior, he’s passionate about creating scalable solutions that transform how companies develop their talent. His mission is to empower leaders to build thriving teams and sustainable organizational success.

Connect: LinkedIn

How good are you at giving constructive feedback to your team?

Free out now with a free assessment from Risely and start growing.

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Let’s Reverse the Gaze of Radical Candor?

Let’s Reverse the Gaze of Radical Candor?

Have you heard about Radical Candor?

It’s a book by Kim Scott that first came out in 2017. The tagline is “Caring Personally while Challenging Directly.” Since then, another book, Radical Respect, and a few podcast episodes have followed, emphasizing the same concept.

The philosophy of Radical Candor has found cozy corners in the workplaces of many well-known brands. But do you think the challenge is over? It’s far from over.

Why?

Mostly because there’s a gap between what we practice and what we preach. Let’s look at some data to make the picture clearer.

Based on what we learned while curating Risely’s State of Leadership Development Report:

  • 42% of all managers struggled with taking multiple follow-ups from their teams.
  • 26% of new managers have trouble understanding their team members’ feelings.

The other most frequently occurring challenges include handling frequent performance issues, difficulty in having tough conversations, and the feeling that the team is overworked.

All of these together point to a gap between managers and their teams. Problems are felt only when they become big enough. Even then, they are felt but not accurately diagnosed or given due time to heal, as the frequent and repetitive nature of issues shows.

It happens when employees are not free to speak up about their feelings. If a manager needs multiple follow-ups, their team often struggles with the task and cannot seek help. Similarly, if a manager does not understand what their team is feeling, there’s yet another space where the team cannot express themselves openly.

We can narrow down a few common reasons:

  • The team is not comfortable with the manager sharing their thoughts freely. This is more common than you’d think because most organizations either explicitly or implicitly follow a hierarchical structure that shall not be disrupted. If you do by voicing concerns, you are shown the door. At times, feedback shared privately makes its way to the grapevine and goes on to impact performance and compensation-related decisions.
  • There are no set communication channels. Believe it or not, feedback is a two-way exercise. But most teams do it one way at best. On this note, does your company get feedback from employees for managers? If not, you are missing performance improvements. Without such mechanisms, there’s no way to share feedback, even when people are prepared to share and hear others out.
  • The third thing is culture. The company’s culture needs to enable feedback and openness—Candor has to be built into the values and habits. If the culture is right, you can take some steps to build mechanisms and habits that promote easier feedback sharing.

Managers have a pivotal role to play in this. As per Gallup, about 80% of the employees who received meaningful feedback were fully engaged at work. To give back to this, managers have to strengthen their coaching muscles, i.e., ask more questions, continuously listen to what the team is saying, and promote dialogue among the people.

Essentially, Candor begins with you. You can then inspire your team to follow suit and achieve success together.

Let’s bring change: one feedback at a time.

We’ve built Candor as a tool to share anonymous feedback from employees with team managers. It’s free. Give it a spin here and start connecting.

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How To Receive Feedback With A Growth Mindset?

How To Receive Feedback With A Growth Mindset?

Receiving feedback is an essential part of personal and professional growth. But let’s be honest. We frequently struggle to accept feedback and view it as criticism rather than an opportunity for improvement. To truly benefit from feedback, it is crucial to develop a growth mindset. A growth mindset is the belief that our abilities and talents can be improved through hard work, dedication, and the willingness to learn from others. In this blog, we will explore how to receive feedback with a growth mindset and how you can use it as a catalyst for personal and professional development.
Feedback, when seen through the lens of a growth mindset, is not a judgment but a learning opportunity. It’s a chance to gain valuable insights and improve, rather than a reflection of one’s worth. Constructive feedback, in particular, is a powerful tool for your growth. It provides the stepping stones to enhance skills and reach one’s full potential. By adopting a growth mindset, you can transform feedback from a potential threat to a valuable resource for continuous learning, development, and goal achievement.

💡 What’s a growth mindset?

A growth mindset, coined by Carol Dweck, is the belief that one’s abilities and talents can be developed through effort, perseverance, and the willingness to learn from setbacks. This mindset is essential for your academic achievement, professional development, and personal growth. Individuals with a growth mindset are more likely to embrace challenges, seek out feedback, and view failures as opportunities for learning and improvement.

How to receive feedback with a growth mindset? Let’s see an example

Picture this: An employee named Alex has missed several project deadlines, which has impacted your team’s overall productivity. As a result, Alex receives the following feedback: “Alex, I’d like to discuss our recent project deadlines. We’ve noticed that in the last month, you missed the deadlines for the marketing report and the client proposal by a few days each time. When these deadlines are missed, it affects the entire team’s workflow and delays our ability to move forward with other tasks. For example, the marketing team had to postpone their campaign launch, and the client proposal had to be expedited, which added extra stress to the team. I know you’re capable of delivering high-quality work, and I believe we can avoid these issues with a bit more time management and prioritization. How about we work together to set intermediate milestones for your projects? Additionally, if you’re facing any challenges or need support with managing your workload, please let me know. I’m here to help, whether it’s through additional resources, time management tools, or simply talking through your tasks to prioritize better.” In this scenario, we can note that the feedback is provided pretty efficiently. The manager shared their observations, supported them with examples, and moved on to suggestions and support. Based on Alex’s mindset, there can be two very different reactions. First, let’s see how a fixed mindset receiving feedback works: If Alex works with a fixed mindset, they might react defensively to constructive feedback, viewing it as a personal criticism rather than an opportunity for growth. Their responses might exhibit:
  • Denial or Defensiveness: “I don’t think missing a couple of deadlines is such a big deal. Besides, other people have missed deadlines, and no one pointed it out.”
  • Blaming External Factors: “It’s not my fault that the marketing report was late. I was waiting for data from another department, and they didn’t get it to me on time.”
  • Feeling Threatened or Discouraged: “I always get picked on for things like this. Maybe I’m just not good enough for this role.”
Overall, Alex, with a fixed mindset, will view this feedback as a threat to their team’s presence. Consequently, they will miss out on opportunities for growth. Now, let’s see the other way: How should you receive feedback with a growth mindset? The reaction to feedback changes with the mindset. A growth mindset enables Alex to show many positive behaviors, like:
  • Acknowledging the Issue: “Thank you for pointing that out. I didn’t realize that my missed deadlines were having such an impact on the team.”
  • Taking Responsibility: “I understand that I need to manage my time better to meet deadlines consistently.”
  • Showing Willingness to Improve: “I think setting intermediate milestones is a great idea. It will help me stay on track and address any issues early on.”
  • Seeking Feedback and Support: “Can you help me identify some tools or strategies for better time management? I want to make sure I’m improving in this area.”
In doing so, Alex shows many signs of a growth mindset, such as being open to suggestions and handling mistakes as chances to learn and grow more. Read more: Mastering the Mindset Game: Growth Mindset vs Fixed Mindset Before proceeding further, think which set of reactions matches your behavior more. Receiving feedback effectively as a manager can make or break your journey, check out the tips below if you feel the need to defend or shift feedback. Receiving feedback can often trigger strong emotional reactions, such as defensiveness or frustration. But why?
  • Feedback, especially if it is critical, can feel like a personal attack, threatening our self-worth and self-esteem. Negative feedback can trigger a fear of failure, making us feel inadequate or incapable.
  • Critical feedback challenges a fixed belief and suggests that you need to change, which can be unsettling.
  • Poorly delivered feedback, lack of clarity, or miscommunication can lead to misunderstandings about the intent or content of the feedback.
  • Past negative experiences with feedback can lead to a conditioned response to react negatively to new feedback. You might have received bad feedback, or personal criticism disguised as feedback earlier.
In sum, it’s a mix of internal and external factors. Bad experiences can make us resistant to feedback, but remaining open to the good ones can help us big time! Let’s see some strategies to do this in the next section. By developing a growth mindset, you can shift perspectives and view feedback as an opportunity for growth and development, regardless of whether it is positive or negative. Understanding the impact of emotions on feedback reception is crucial for developing a growth mindset and leveraging feedback for personal and professional development. Emotional responses to feedback can vary from person to person. Some may feel defensive or hurt, while others may become motivated to improve. You need to recognize these emotional responses and their impact on how you handle feedback. Difficult feedback, in particular, can trigger negative emotions, but by acknowledging and processing these emotions, you can maintain a receptive attitude and use the feedback as an opportunity for growth. Read more: 5 Ways To Master Emotional Management At Work For Managers

How to Maintain a Positive Attitude Towards Feedback?

Maintaining a positive attitude towards feedback with a growth mindset is essential for receiving it. Here are some strategies to help you maintain a positive attitude:
  • Practice active listening: Pay attention to the feedback giver and actively listen to fully understand their perspectives.
  • Seek specific examples: Ask for specific examples to gain a deeper understanding of the feedback and identify areas of improvement.
  • Embrace a receptive attitude: Approach feedback with an open mind, accepting that there is always room for growth and improvement.
  • Focus on your growth: Instead of viewing feedback as a personal attack, see it as an opportunity to enhance your skills and achieve your goals.

Don’t Shy From Constructive Criticism

Embracing constructive criticism is crucial for personal and professional growth. It allows you to identify areas of improvement and take actionable steps towards development. Here are some practical steps to embrace constructive criticism better at work:
  • Seek clarification to fully understand feedback: Ask questions and seek clarification to gain a deeper understanding of the feedback and how to apply it. Active listening and engaging in a dialogue with the feedback giver can also help in understanding specific examples and actionable items for improvement.
  • Identify actionable items from feedback: Analyze the feedback received and identify specific actions or changes that you can make to improve performance. These actionable items serve as the next steps towards improvement and enable you to continuously develop their skills.
  • Engage in feedback conversations: Have open and honest conversations with feedback givers to gain insights and discuss potential areas for growth.

Catch more insights on how to receive feedback with a growth mindset, only on RiseUp Radio!

We get it. Bad feedback happens. Sometimes, the feedback provider is up to no good, and there’s little that you can do. Here are three ways to make the most of little constructiveness in feedback that you receive:

Dealing with vague or non-constructive criticism

It’s frustrating. However, it is important to approach such feedback with a growth mindset. Instead of dismissing it or becoming defensive, seek clarification from the giver. Ask specific questions to better understand their concerns or suggestions. It will enable you to generate valuable insights and identify areas for improvement. Remember, your manager might be learning how to give feedback. Help them out, too.

Feedback from Multiple Sources

Receiving feedback from multiple sources can be overwhelming, but it is an opportunity for growth and learning. While one appreciates you, the other promises they have never seen anything worse! You need to cultivate a feedback culture within the team to navigate feedback from various sources. It involves creating an environment where feedback is actively encouraged and valued. Actively listen to feedback from different sources and look for common themes or areas for improvement. Engage in open and honest conversations to gain deeper insights and understand different perspectives on the same situation. In embracing feedback with a growth mindset, we open doors to endless personal and professional development opportunities. By understanding the power of constructive criticism, we pave the way for self-improvement and transformation. It is essential to navigate initial reactions with mindfulness, seeking clarity and actionable steps from feedback. Transforming feedback into growth opportunities involves setting goals and leveraging insights for continuous enhancement. Cultivating a culture of effective feedback within teams fosters open communication and mutual growth for everyone around you.

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How to give constructive feedback to employees?

How to give constructive feedback to employees?

Have you ever sought directions while driving? What’s better? 
  • Go straight and take the second left. 
  • It’s ahead somewhere toward the left.
If you are pointing toward the first statement, you already know a thing or two about constructive feedback. Giving feedback as a manager is like showing direction to your team members who want to move ahead. They get stuck on the way because the turns are tricky and the road is bumpy; that’s where you jump in as a manager and help them find the way – through constructive feedback.  In this blog post, we will examine the core ingredients and process of delivering constructive feedback. So, let’s get started.
Constructive feedback is delivered to aid improvement. It focuses on recognizing the strengths, underlining the weaknesses, and providing guidance. It refers to a kind of feedback that has been designed to enhance the effectiveness of someone’s work and is a form of communication where specific aims are implied. Constructive feedback facilitates rather than impedes a person’s or group’s development. It is given in a way that encourages people to improve their own work rather than just to receive correct or helpful feedback.

What are the critical ingredients of constructive feedback? 

Constructive feedback is made of five core features. 
  • Clarity: The manager should highlight the problems and suggest clear solutions. Clear communication aligns with the principles of effective communication: clarity, coherence, confidence, concreteness, correctness, conciseness, and courtesy. Following these principles ensures that your team members can easily understand and follow through.
  • Autonomy to solutions: The second critical feature of constructive feedback is autonomy to solutions. Feedback refers to nudges and guidance toward objectives. If you actively push someone and take account at every step, it is called micromanagement. Thus, good constructive feedback allows the person to choose how and when to act on it, if they want to act at all. 
  • Behavior-focused: Good constructive feedback does not focus on the person or their personality traits. Instead, it focuses attention on the work and tasks that they are charged to do. It steers clear of judgments and remarks outside the task-related area. 
  • Positive and respectful: Maintaining positivity and respect are very important in ensuring that your feedback is acted upon. Feedback delivered in a condescending manner hurts emotions and further creates a divide between the team and the manager. Conversely, being positive and respecting the context and limitations allows both parties to work together toward their objectives.
  • Fact-based: Good feedback has facts backing it up. Make sure to add specific examples or instances while sharing feedback, as this adds clarity. Similarly, examples of objectives and behaviors can help identify the proper improvement area. 
These five features make up constructive feedback. Let’s see them in action in the illustration below:  Let’s take a look at some examples of constructive feedback in the workplace for better understanding:
Constructive Feedback for Improving Task Performance

“I noticed that in the last team meeting, your presentation lacked specific data points. To improve, try incorporating more statistics and examples to make your points clearer and more persuasive.”

Constructive Feedback on Time Management

“I’ve observed that you sometimes struggle to meet deadlines. To enhance your efficiency, consider breaking down tasks into smaller, manageable chunks and setting interim deadlines for yourself.”

Constructive Feedback on Communication Skills

“Your emails could be more concise and professional. Consider rephrasing sentences to be clearer and proofreading for any grammatical errors before sending them out.”

Constructive Feedback for Team Collaboration

“During group projects, it’s important to actively listen to your colleagues’ ideas and contribute constructively. I’ve noticed that you tend to dominate discussions. Try to encourage participation from others and integrate their perspectives into our work.”

Constructive Feedback for Problem-solving Skills

“In resolving client issues, I’ve noticed you sometimes rush to solutions without fully understanding the problem. Take some time to analyze the situation thoroughly before proposing remedies, and consider consulting with team members for diverse insights.”

Constructive Feedback for Employee’s Professional Development

“To further develop your skills, I suggest attending workshops or online courses related to project management. This would help you gain new perspectives and techniques that could benefit our team’s productivity.”

Constructive Feedback on Leadership Skills

“As a team leader, it’s crucial to foster a positive work environment. I’ve noticed some tension within the team lately. Try to address conflicts promptly and encourage open communication among team members to maintain a cohesive and supportive atmosphere.”

You can find more examples of constructive feedback at work here:
Here are the five basic ideas you should remember while delivering constructive feedback. Take a look at the examples provided below to understand each of the areas better.

Keep feedback for your team timely 

Effective constructive feedback is delivered on time, like the birthday cake delivered right at midnight, that gives the correct amount of delight and joy. Constructive feedback given in real-time can help your team members correct harmful patterns before they develop into bigger issues. Moreover, you can help align their development and growth plans with those of your team – keeping everything in sync. Let’s look at this with an example: 

During the team presentation earlier, I noticed that your slides lacked clarity in explaining the project’s timeline. Providing a clear timeline is crucial for our stakeholders to understand the project’s progress. Moving forward, could you revise the slides to include specific dates and milestones? This will ensure our message is conveyed effectively and help us maintain credibility with our stakeholders.”

This feedback explains the issue (lack of clarity) precisely right after it happened (a presentation earlier in the day). As a result, the incident is fresh in both minds, and the team members can quickly note suggestions to apply in the next one. 

“After reviewing the project presentation from last month, I realized that your slides lacked clarity in explaining the project timeline. It’s important to provide clear timelines for stakeholders to understand the progress. In the future, please make sure to include specific dates and milestones in your slides.”

When feedback is delivered a month later, many more presentations are passed! The same error gets repeated until corrected later, which would be harder to track as the issue is now on the back burner. Potentially, the team member would just be annoyed at you digging graves of a matter they no longer remember.

Don’t focus on negatives alone

Mixing up feedback and criticism is easy. But worry not; here’s a simple differentiation: 
  • criticism: points out the bad parts alone 
  • constructive feedback: recognizes the good, highlights the bad, and pushes toward the better
While delivering constructive feedback, ensure that you are balancing both sides. Managers often falter and become too optimistic or pessimistic, resulting in employee losses. On the other hand, if your feedback is overtly hostile, it will discourage the employee instead of motivating them to act toward improvement.  Here’s what balance looks like 

“Well done on completing the project ahead of schedule; your dedication and hard work are evident. However, I noticed a few instances where communication could have been improved within the team, leading to some misunderstandings. Moving forward, let’s continue to prioritize clear communication to ensure smooth collaboration and success on future projects.”

Here, the manager starts by offering praise and quickly deviates into a weakness, which they point out specifically. Ultimately, they reinforce the positive message and provide suggestions for proceeding. This is known as the feedback sandwich method.

“You failed to meet the project deadline, causing significant delays. Your lack of organization and commitment is unacceptable. If this continues, it will reflect poorly on the entire team and could jeopardize our success. You need to step up your game immediately.”

Conversely, in this example, the manager sets a negative tone throughout, making the team members defensive or emotionally charged. Moreover, they are likely to be disappointed as the positive aspects of performance are not highlighted at all, and they have no ideas on how to change things.

Use examples and evidence

Using examples and evidence to support your recommendations and suggestions is the first step toward ensuring your feedback is fact-based. It also helps ensure that feedback is rooted in real reasons instead of being powered by prejudice or biases against a few team members. Moreover, using specific instances helps the employee understand your concern in detail and act accordingly. Here’s how this goes:

“I noticed during yesterday’s client meeting that you effectively addressed all of the client’s concerns and provided detailed explanations for each issue raised. Your thoroughness and knowledge of the project were impressive and contributed significantly to building client confidence in our team’s capabilities.”

After receiving this feedback, your team members will know what they did right and should continue doing. Leaving people puzzled with feedback is pretty easy, too! Here’s how you should not do it:

“I think you did a great job in the client meeting yesterday.”

Everything’s positive, but they will never find out exactly what made it great. We often use feedback to point out the negatives, but feedback is also a tool to reinforce the positives. The good things need examples, too! Additionally, highlighting examples of good behavior during team feedback sessions boosts your employees’ esteem and sets standards for others to follow.

Pay attention to the receiver 

Feedback sessions can also be emotionally charged rooms. At times, your team member’s response to receiving negative feedback can be defensive, or they might try to shift the blame onto someone else altogether. Otherwise, some people go passive during feedback sessions. The key to winning here lies in emotional intelligence and awareness. 
  • Understand the context: If the team is overloaded and your feedback is about meeting deadlines, there’s a title that they can use. Ensure you understand their perspective and the context in which they operate before sharing feedback. It helps you assess their performance better. 
  • Keep the tone right: Your tone and body language matter greatly during a feedback session. The secret to making constructive feedback right lies in nailing this critical element during meetings. Be open-minded and ready to listen actively while being an assertive communicator who can clearly set expectations.
  • Provide privacy and safety in critical moments: Ensure that feedback discussions are private and limited to the concerned team members. Psychological safety during such moments goes a long way in building team cohesion and trust.

Focus on guiding your team

Constructive feedback is not just about passing judgment. It focuses on aiding growth, and a manager can do that best by guiding others in the right direction. When delivering feedback, remember to add tips or suggestions that your team members can follow. Be ready to follow up on feedback meetings with further questions. Moreover, be open to questions during the feedback sessions themselves; it assures your team more clarity and establishes that you care about their growth. After all, their growth is the team’s growth.

“You seemed unsure during the team meeting.”

The feedback that is devoid of guidance is like lost potential. It’s merely an observation that does not suggest the exact issue and why it needs to be resolved, let alone how to resolve it. A manager can make their feedback much more effective by focusing on actionable advice for the team, such as –

“I noticed that in the team meeting, you had some difficulty articulating your ideas clearly. To improve, I suggest practicing summarizing your points beforehand and focusing on speaking slowly and confidently. Additionally, consider using visual aids or examples to illustrate your ideas, which can help make your communication more effective. Let me know if you need any support or resources to work on this.”

This feedback helps the team look at the issue (not articulating ideas clearly.) Then, it gives suggestions that can be applied. Lastly, it offers further support, reinforcing the team member’s choice of acting on the feedback in a manner that suits them.  Still confused about what’s good feedback and what’s not? Read more here: Ineffective feedback: Are You Unable To Give Constructive Feedback? Unironically, it starts with getting some constructive feedback. Providing feedback is an essential skill for managers and leaders. But no one hands us the ultimate feedback guide when we climb the ladder. A lot is hit and trial, and it remains so. We can speed up progress with some tips on constructive feedback for managers. 
  • Keep learning from mistakes: We are going to make some mistakes. The critical point is that you should remain open to learning and improving from those incidents. Moreover, you can make some of the mistakes yourself. If you ever had a manager whose feedback meetings you hated, think about why.  Meanwhile, keep practicing with constructive feedback exercises with your team.
  • Seek feedback from your team: You can add a quick question to the meeting to get their thoughts on this issue. Your team members can help define what sort of help they need, and then you can fine-tune your approach to constructive feedback. 
  • Assess your skills regularly: Self-assessments can be super helpful in building skills over time. Risely can help you assess your constructive feedback skills for free here. Moreover, you can seek reviews on your skills from your team, too. 
Constructive feedback, which focuses on strengths, weaknesses, and guidance, is essential for the growth and development of your team. Its critical ingredients—clarity, autonomy to solutions, behavior-focused, positive and respectful, and fact-based—ensure effective communication and improvement. Continuous learning and seeking feedback help you refine constructive feedback skills, fostering a culture of growth and development within teams.

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From Engineer to Entrepreneur: The Story of Ashish Manchanda

From Engineer to Entrepreneur: The Story of Ashish Manchanda

In a world saturated with stories of engineers turned entrepreneurs, we often skim the surface of their journeys, passing judgment on their career choices without truly delving into the heart of their struggles and victories. Today, we’re breaking that mold as we unfold the story of Ashish Manchanda.  Ashish began his career as a software engineer in 2004, delving into coding and software development for five years. He then pursued an MBA, gaining skills and diverse experiences from working globally under different leadership styles. His career took a turn for the better when he used the exposure and co-founded a bootstrapped startup called Culturro. As the saying goes, personality is the sum of our experiences, which rings particularly true in Ashish’s case. He has gleaned lessons from his journey’s triumphs and tribulations and transformed those insights into the foundation of a thriving company. His path was dotted with highs and lows, but his keen, observant nature and inquisitiveness have guided his journey, shaping him into the leader he is today. However, he still likes to say that he is a “work in progress” with a lot to learn.  Beyond leading and strategizing the next big move for his company, he finds joy in trekking, engaging with people in meaningful conversations, and coaching people. Now, let’s dive into Ashish’s story and explore how he wanted more from people management and impacted the professional journeys of hundreds.

From Experience to Excellence: Ashish Manchanda’s Leadership Lessons in Feedback and Growth

While many leaders and managers might express reluctance in handling the responsibility of managing teams, for Ashish, it’s a different narrative. Unlike those who find it stressful, he stands among the few who genuinely relish guiding and nurturing team members. In his eyes, managing people isn’t just a duty but the most rewarding and fulfilling experience as a leader. He attributes his leadership success to the lessons learned from his experiences with his managers. Those early experiences became the foundation upon which he built a more refined and effective approach to his leadership. 
My first manager was a godsend. He was supportive, caring, and performance-focused at the same time. Ashish Manchanda
He credits his people management style to his first manager back in 2004. He considers himself lucky to have worked with a supporting and understanding manager. Ashish credits his first manager to teaching him the basic nuances of team management. How to guide an individual, and how to give them autonomy. How to allow your team to make mistakes and put them in situations where they can learn. Giving them visibility inside and outside the organization. Giving them credit for their good work and building their case for growth inside the organization.
I still remember how one of my managers gave feedback to me. He was blunt regarding what you are doing right and what you are not doing right. Initially, it hit me hard. But when I reflected, it all made total sense. Ashish Manchanda
As an individual contributor, Ashish was always keen on self-improvement and eager to engage in the take of feedback. As a manager his knack for providing constructive feedback took root from a manager who had a systematic approach. Ashish recalls that this manager was refreshingly straightforward, not beating around the bush when it came to both strengths and weaknesses. No guesswork – just clear, direct insights coupled with actionable advice on how to grow and tackle challenges. Ashish acknowledges that this upfront and critical approach might initially sting, but he personally found it a catalyst for reflection and improvement in his own areas of development.
I adopt the same feedback style but do it subtly initially. Ashish Manchanda
When it comes to giving constructive feedback, his approach is slightly different. Ashish has a two-tiered approach. Initially, he opts for a more subtle and gentle feedback style, ensuring it’s not overly serious and critical for the receiver. However, if he observes that the feedback isn’t absorbed, he transitions into a more direct and blunt mode. The underlying motive behind his feedback is crystal clear: to foster growth and improvement in performance. Ashish’s feedback strategy is not just about pointing out areas of development but fundamentally about nurturing individuals to thrive and enhance their capabilities for the future.

Culturro’s Genesis: How Negative Leadership Inspired Positive Change

Throughout our careers, we encounter different managers – some serve as catalysts for growth, while others provide valuable lessons on leadership pitfalls unintentionally. Ashish Manchanda shared a noteworthy experience that influenced his leadership philosophy, teaching him what not to do in a leadership role.
One of my managers believed in an approach of raising their voice, demeaning team members, and needlessly applying pressure when it wasn’t needed. Ashish Manchanda
Reflecting on the past, Ashish vividly recalls a distressing period during his consulting days when he worked under a manager with a leadership style that caused significant agony. This manager employed tactics such as shouting and applying immense pressure for output, contributing to a toxic workplace environment. Resulting in employees having unpleasant and stressful experiences marked by micromanagement and toxicity. Not only did it have a negative impact on the performance of the team, but also led to significant employee turnover. Ashish knew that he had to shield his team from this toxicity to have a team that kept on performing day after day.  Micromanagement as a style may have worked well in the past, especially with a workforce that is not very evolved in its thought process. In today’s day and age, working with knowledge workers, millennials, and Gen-Z, it just doesn’t work. As per Ashish, it is a sure-shot recipe for disaster and failure.  
After this experience, the genesis of Culturro unfolded, driven by the purpose of aiding companies in establishing positive and thriving cultures. Ashish Manchanda
This experience taught Ashish Manchanda how toxic leadership harms team morale and productivity. This inspired him to start Culturro to create a positive and respectful work culture. The mission of Culturro is to create an environment where team members feel supported rather than pressured. For Ashish, effective leadership involves creating an environment that fosters growth, collaboration, and trust, steering away from fear and stress.

Learning Leadership: Ashish’s Key Takeaways from Feedback

Earlier, as a manager, I had a method of immersing individuals into challenging situations, much like throwing them into the deep end of a pool, to see how they would navigate. And only provided assistance when they struggled. Ashish Manchanda
Since the beginning of his career, Ashish always enjoyed autonomy in his roles. He thrived in situations where he was given a task by his manager, and he came through with it. Early in his days as a manager, he adopted the same. I.e., trying to give full autonomy to his team on how to get the tasks done. This approach worked mostly until it didn’t. Ashish had a crucial revelation through conversations with one of his interns. One of his significant mistakes was that waited until the end of their tenure to seek feedback on how he did managing them. During the final catchup, the intern highlighted that they struggled initially when Ashish handed them challenging tasks but provided little guidance and handholding.  This feedback became the motivation for Ashish’s transformation, highlighting two pivotal lessons. Firstly, he learned about the criticality of seeking and giving timely feedback, realizing the importance of early and regular check-ins to ensure a continuous dialogue.  Secondly, Ashish understood that cookie cutters don’t work well in feedback. Every person needs guidance and autonomy up to a different extent. This recognition prompted a positive shift in his management style, where he became more attuned to understanding people’s working styles and providing tailored support, even if it meant stepping out of his comfort zone. 

Ashish Manchanda’s Pro Tips for New Managers

Over the decades, Ashish has learned the ins and outs of leadership with hundreds of professionals. There have been mistakes on the way, but more than that, there are some evergreen tenets of effective leadership that his experience has unveiled. So, let’s check his tips for budding managers below.
Firstly, master the art of doing one-on-one conversations. That is extremely important. Ashish Manchanda
For budding managers, Ashish underscores the importance of mastering casual check-ins, which is often undervalued but fundamental in effective leadership. These check-ins go beyond mere feedback and discussions, focusing on building deep bonds and relationships with team members. At the core of this approach, one-on-one conversations involve connecting emotionally and creating dedicated space and time for meaningful interactions. Ashish advises managers to view these one-on-one conversations as a holistic approach that encompasses feedback but begins with establishing strong connections.
 The second is learning how to give constructive feedback. Ashish Manchanda
Another invaluable tip for managers is to master providing constructive feedback from a place of care. Striking a balance between offering guidance without hurting team members’ feelings while ensuring clarity is crucial. Let’s consider an example to illustrate this point: Consider a situation where a team member has submitted a project with some errors. A manager employing the principle of care in feedback might say, ‘I appreciate the effort you put into this project, and I see areas where we can improve for next time. Let’s work together to address these issues.’ On the contrary, a less considerate approach might be, ‘This project is full of mistakes. What were you thinking?’ The difference in approach can significantly impact the employee’s perspective. The considerate feedback addresses the issues and acknowledges the effort, fostering a positive and collaborative atmosphere. In contrast, the blunt feedback may demoralize the team members, potentially hindering motivation and future performance. Ashish emphasizes that conveying a clear picture without causing unnecessary discomfort is pivotal, especially at the outset of a managerial journey.
I practice a tough-love approach with my team, combining care and support with clear expectations and direct feedback. Ashish Manchanda
Additionally, Ashish practices the “tough love” theory, drawing inspiration from parenting. He recalls that after years of reflection, he realized that his first manager had the same approach. This approach involves caring deeply for individuals but being strict when necessary to focus on performance. He shares that while this method may include providing unconditional support during challenges, it also entails setting clear expectations for performance. Managers can also benefit from embracing tough love by balancing care, connection, and approachability with setting expectations, creating a conducive environment for growth and accountability.

How can Risely help?

Ashish Manchanda has developed their leadership style by working globally and observing different types of leaders, an opportunity only some aspiring managers may have. But here’s the thing: we miss out on the nitty gritty and don’t always have the support to overcome similar challenges. That’s where Risely steps in as a solution. Risely is an AI buddy for managers, offering the guidance that every manager needs to unleash their true potential. With tailored steps and insights, Risely empowers you to solve challenges in simple steps: 
  • Identify your challenges: The journey begins when a manager starts by defining their challenges. From 50+ challenges, managers and team leaders can identify the issues hurting their team.
  • Test your skills: In the second step, skills and qualities, such as expectation setting and prioritization skills, are tested with the help of leadership skill assessments to see how well you have achieved these critical functions. These assessments help us create detailed reports for skills and abilities.
  • Start growing: Now comes the good part: where your progress becomes Risely’s agenda. Managers can start making progress with the help of daily nudges, toolkits, and the interactive AI coach – Merlin, who is there for you through thick or thin, whether day or night. 
Sounds exciting? You can start a free conversation with Merlin now!

Kickstart your leadership development journey for free now!

Learning from mistakes is great. But what if we skip them? Find the loopholes in your skills with Risely’s range of assessments today.

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Your Team Needs Actionable Feedback: 5 Ways to do it right

Your Team Needs Actionable Feedback: 5 Ways to do it right

As a manager, giving feedback to your team is an essential part of your role. But what sets actionable feedback apart from the typical feedback you might give? Actionable feedback is specific, clear, and targeted towards behavior rather than personality. It has a measurable impact on the team’s performance and fosters professional growth for individual members. In short, actionable feedback is vital in enhancing your team’s efficiency. This blog post will discuss five effective strategies for making your feedback actionable. We will also explore how providing actionable feedback can contribute to successful team management by strengthening team efficiency, fostering professional growth, and improving delegation within the team. Finally, we will provide a framework for managers to use when providing actionable feedback to their teams.

What is Actionable Feedback?

Actionable feedback provides specific and practical suggestions for improvement or action. It goes beyond simply pointing out areas of weakness or areas that need improvement and offers concrete steps or recommendations for addressing those issues. Actionable feedback is valuable because it helps the recipient understand what needs improvement and how to go about it. It guides them towards taking specific actions that can lead to positive change and growth. You can empower others to make meaningful improvements and achieve their goals by providing actionable feedback.

Examples of Actionable Feedback 

Example 1

Non-Actionable Feedback Example: “You need to be more creative.”
  • This feedback is non-actionable because it is vague and subjective. It doesn’t specify what aspect of creativity needs improvement or offer practical suggestions.
Actionable Feedback Example: “In your project proposal, try incorporating more visual elements like charts or diagrams to illustrate key points. It can make the content more engaging and visually appealing.”
  • This feedback is actionable because it identifies a specific area for improvement (incorporating visual elements) and provides a clear suggestion for achieving it (using charts or diagrams). It offers a practical step for the recipient to enhance their creativity.

Example 2

Non-Actionable Feedback Example: “You need to improve your teamwork.”
  • This feedback is non-actionable because it lacks specificity and doesn’t specify what aspect of teamwork requires improvement or how to go about it.
Actionable Feedback Example: “During team meetings, make an effort to actively listen to your colleagues’ ideas and provide constructive input. This will contribute to a more collaborative team dynamic.”
  • This feedback is actionable because it identifies a specific behavior (active listening and providing constructive input) that can enhance teamwork. It also guides how to improve, contributing to a more actionable response.
In summary, actionable feedback provides specific details, examples, and actionable steps for improvement, making it clear to the recipient what they can do to enhance their performance. Non-actionable feedback, on the other hand, tends to be vague, subjective, and lacking in actionable suggestions, making it less effective in guiding improvement efforts.

Characteristics of Actionable Feedback

  • Specific Suggestions for Improvement: Actionable feedback should offer straightforward, detailed suggestions for improvement. Instead of vague or general comments, it should pinpoint behaviors, actions, or areas that can be changed or enhanced.
  • Highlighting Changeable Behavior or Actions: Actionable feedback focuses on behaviors or activities within the recipient’s control. It directs attention to aspects that can be altered or adjusted to achieve improvement.
  • Timeliness: Actionable feedback should be given promptly. Addressing the issue in time allows the recipient to make necessary changes while the situation remains relevant and fresh.
  • Clear Steps or Recommendations: It should provide clear and actionable steps or recommendations for improvement. This guidance helps the recipient understand what specific actions they can take to address the feedback effectively.
  • Honesty and Integrity: Actionable feedback is characterized by honesty and integrity. It is candid and straightforward while maintaining respect and professionalism. Honesty builds trust within a team and encourages open communication.
  • Driving Positive Change: The ultimate goal of actionable feedback is to drive positive change. It should inspire recipients to improve, develop their skills, and contribute to personal and professional growth.

The Impact of Actionable Feedback on Teams

Effective feedback plays a crucial role in improving team communication and collaboration. It provides team members with suggestions for improvement, boosting their morale and motivation. By focusing on actionable steps, feedback enhances team performance and productivity. It also fosters a culture of continuous learning and growth within the team, strengthening relationships and trust. In today’s tech-driven world, providing online reviews and great feedback contributes to a positive company culture. Whether positive or critical, honest feedback can lead to significant improvements and minimize interruptions.

How does actionable feedback differ from typical feedback?

Actionable feedback differs from normal feedback in several ways:
  • Actionable feedback is specific and provides clear steps for improvement, whereas regular feedback may be vague or general.
  • Actionable feedback emphasizes strengths and growth areas, while average feedback often focuses more on what went wrong.
  • Actionable feedback is goal-oriented and helps individuals achieve specific objectives, whereas average feedback may lack a clear desired outcome.

Why should managers provide actionable feedback?

Strengthening Team Efficiency

To strengthen team efficiency, providing feedback on time management and prioritization skills is crucial. Encouraging collaboration and effective communication within the team can also significantly enhance efficiency. Setting clear expectations and providing guidance on project deadlines helps team members stay focused and complete tasks efficiently. Recognizing and rewarding efficient and productive work behavior creates a positive work environment. Additionally, offering training or resources to improve efficiency in specific tasks or processes can further boost team productivity.

Fostering Professional Growth of Team Members

To foster the professional growth of team members, it is essential to provide feedback on areas where improvement can be made and suggest relevant professional development opportunities. Additionally, offering mentoring or coaching can significantly enhance the skills and knowledge of the individuals in the team. Setting challenging goals and providing support is another effective way to promote professional growth. Team members can further enhance their skills and knowledge by fostering a learning culture and encouraging continuous learning and self-improvement. Finally, recognizing and celebrating individual progress and achievements can motivate team members to strive for constant growth and development.

Enhances Delegation in the Team

Encouraging effective delegation within a team can significantly enhance its performance. Providing feedback on delegation skills and decision-making processes helps team members improve their ability to assign tasks based on individual strengths and expertise. Team members can collaborate more efficiently by promoting open communication and feedback during delegation. Offering training or resources on effective delegation techniques equips them with the necessary tools for successful task allocation. Recognizing and rewarding successful delegation efforts and outcomes motivates and empowers the team.

Making Feedback Actionable: 5 Effective Strategies

Be Specific and Clear

When providing feedback, it is crucial to be specific and clear. Clearly outline the particular actions or behaviors that need improvement, and provide specific examples to illustrate your point. Avoid vague or general statements that may confuse the recipient. Use objective language to ensure clarity and understanding. Make sure your feedback is actionable and can be implemented effectively. By being specific and transparent in your feedback, you provide the necessary guidance for improvement and promote growth within your team.

Focus on Behaviour, not the Person

When providing feedback to team members, focusing on the specific behavior or action that needs improvement rather than attacking the person is essential. Separating the individual from their actions can promote a more constructive conversation that encourages self-reflection and growth. Using non-judgmental language that focuses on observable actions allows for honest feedback without shaming or blaming. Additionally, emphasizing the impact of the behavior on the team or project highlights the importance of change.

Offer a Path Forward

To offer a path forward, providing suggestions and recommendations for improvement is crucial. By delivering actionable steps or strategies to address the highlighted issues, you empower individuals to take ownership of their development and growth. It is essential to collaborate with them to create a plan of action and provide the necessary resources or support to assist in their improvement journey. By doing so, you facilitate their progress and contribute to a positive company culture. Encourage open dialogue and regularly provide feedback to promote continuous improvement. Read more: The Power of Performance Improvement Plans: A Roadmap to Progress

Encourage Open Dialogue

Encouraging open dialogue is crucial for creating a safe and non-threatening environment for effective feedback. It involves fostering a culture of continuous feedback and discussion within the team. By actively listening and empathetically considering the recipient’s perspective, HR, and managers can create an atmosphere where positive and honest feedback can thrive. Furthermore, asking for the recipient’s input and ideas for improvement promotes engagement and ownership. Through open dialogue, teams can constructively address critical feedback, negative comments, and interruptions, fostering a company culture of growth and excellent feedback.

Regularly Provide Feedback

To ensure effective feedback:
  • Make it a regular part of your communication and management style.
  • Strive for a balance between positive and constructive feedback, maintaining a supportive and honest approach.
  • Schedule regular check-ins to discuss progress and address any concerns.
  • Utilize various feedback methods such as one-on-one meetings, performance reviews, or online platforms to gather insights.
  • Continuously monitor and evaluate performance, providing timely and honest feedback to foster growth and improvement.
Regular feedback fosters a culture of open dialogue and supports the development of a strong team dynamic.

Skills in Focus

Ensuring effective feedback is essential for teams. But how do managers achieve this? The key lies in building two essential skills: 
  • Constructive Feedback: Constructive feedback adopts healthy feedback practices that encourage growth and development for the recipients. It makes feedback a two-way process that focuses on individual and team growth. 
  • One-on-One Meetings: One-on-one meetings are the bedrock of frank conversations between employees and their managers to concentrate on development. They offer a chance to discuss concerns that might get skipped in routine performance reviews due to rigid systems and hesitation.
Mastering these two critical skills is essential for your professional growth as well as your team’s success. Set foot on a path to success with your customized learning journey with Risely today. Sign up to access resources designed by experts, continuous and comprehensive assessments, and a new boost to your career: Sign Up

Conclusion

Providing actionable feedback is crucial for the growth and success of your team. It helps strengthen team efficiency, foster professional development, and enhance delegation. You can make feedback more actionable and impactful by being specific and precise, focusing on behavior rather than the person, offering a path forward, encouraging open dialogue, and regularly providing feedback. It creates a culture of continuous improvement and drives better results. In conclusion, actionable feedback is not just about pointing out mistakes; it’s about providing guidance and support to help your team members excel. By implementing these strategies and following the actionable feedback framework, you can contribute to successful team management and create a high-performing and motivated team. Remember, investing in actionable feedback is investing in the growth and development of your team. So, start providing actionable feedback today and watch your team thrive.

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Handling Disappointment at Work: 5 Proven Hacks for Managers

Handling Disappointment at Work: 5 Proven Hacks for Managers

It can be really tough to handle disappointment at work. After all, you put a lot of hard work into your job, and it can feel like things are going downhill fast when things don’t go as planned. But disappointment is a normal part of life, and there are plenty of ways to deal with it smartly. In this blog post, we’ll outline the different ways you can deal with disappointment, as well as tips on how to handle feelings of disappointment in a healthy way. So whether you’re feeling deflated after a disappointing meeting or just need some tips to bounce back from a challenging situation, read on for some helpful advice!

What is Disappointment at Work?

Disappointment at work is a common feeling that can be frustrating, negative, and even hazardous. It can significantly impact our mental health, emotional state, and even physical health. The feeling of disappointment typically takes over when we do not get something we had anticipated for long. The absence of expected actions makes us disappointed. For instance, we might get disappointed when a long-awaited project does not get the requisite approvals. Disappointments at work can be related to personal goals and teams. You might face a personal setback when you do not get a bonus. A manager may be disappointed when a new hire with great potential does not perform well. Otherwise, teams may have to handle disappointment together when their ideas fail. Some of these disappointments will be easy enough to handle, while others can significantly affect your mental and physical health. This is why you need to learn to manage disappointments at work. We will begin by understanding why it happens.

Examples of disappointment at work

  • An employee fails to meet a deadline on a critical project despite having been given clear instructions and support, causing the manager to miss an important client meeting.
  • A team member consistently underperforms, despite having received regular coaching and feedback from the manager, causing delays and errors in the work.
  • A project that the manager had high hopes for fails to meet expectations due to unforeseen circumstances, such as a shortage of resources or a sudden change in market conditions.
  • A trusted employee breaks company policies or behaves unethically, causing harm to the company’s reputation and the manager’s confidence in their team.
  • The manager’s proposal for a new initiative or program is rejected by upper management, despite the manager’s efforts to research, prepare, and present the idea.

What are the Causes of Disappointment at Work?

Unrealistic expectations

One of the main reasons why disappointment at work happens is because we have unrealistic expectations. For instance, if you think that your boss will personally call you to congratulate you on a great project, but they don’t, then it’s likely that your expectations are too high. We often put way too much stock in the things others say or do, which can lead to disappointment when our hopes are unmet. When we set unrealistically high standards for ourselves or for other people, we may be disappointed when those standards are not reached. This could arise from insecurity about our skills or abilities, or it could be a reaction to our environment. For instance, we might be disappointed when a colleague does not show up as often as we expect them to. But, we totally forget that they have their personal lives and commitments to handle too! Read more: Are You Setting Unrealistic Goals At Work? 5 Tips To Avoid Them

Focusing only on the goal

Another cause of disappointment is when we focus only on the goal rather than taking the time to plan and execute it properly. For example, if you aim to pass your test tomorrow but spend all night cramming, you’ll likely feel frustrated and disappointed when you fail. This thinking can also lead to unplanned actions – like working through the night without getting any sleep – to achieve our goals. But, this approach often backfires because it’s harder to get good results from such an intense effort. We focus only on the end goal and lose the journey’s lessons on the way. We feel underwhelmed when we finally achieve the goal because we attach too much importance to the final goal.

Expectations of other people

Disappointment does not come solely from ourselves. The cause of disappointment can often be expectations that others set for us. We face disappointment when we fail to achieve those standards that are set without a realistic appraisal of the circumstances. The people setting standards for us are not acutely aware of our environment; consequently, it is bound to end in disappointment. We also tend to be disappointed when our expectations of other people are not met. For example, imagine you’re arranging a meeting with your boss, and they cancel at the last minute. This could lead to feelings of disappointment because you were looking forward to the meeting, and it didn’t happen as you expected it to. The most important step is understanding the root cause of your disappointment. Once you know what’s causing it, you can troubleshoot and resolve the issue.

How to Deal with Disappointment at Work? Five Ways

Disappointment is a familiar feeling and can be tough to deal with. However, with a bit of preparation and the help of friends, you can manage the situation in a healthy way. Here are five practical ways to deal with disappointment at work:

Dealing with disappointment in a constructive way

Disappointment can be a tough emotion to handle, you need to focus on identifying practical ways to deal with it. The first step is to let yourself feel the disappointment – it’s essential to get it out of your system in a healthy way. After that, it’s essential to have a strategy for dealing with disappointment. Make sure you take the time to process what happened and come up with solutions. Some standard techniques include talking it out, writing it down, and plotting your next steps. Finally, remember that disappointment is a part of life – learn to deal with it in a constructive way, and you’ll be on your way to a more positive outlook. All in all, try to get something positive out of every experience – no matter how disappointing it has been. You can take all of them as launch pads for your new plans, which are made with much more thought and patience.

Identify the thoughts that are leading to your disappointment

Disappointment at work can be a real drag. It can take a toll on your mental and emotional health and can even lead to feelings of sadness, anger, and frustration. However, there are ways to deal with disappointment and stay positive. The first step is to identify the thoughts leading to your disappointment. Once you know what’s fueling the emotions, start to challenge them and replace them with more positive thoughts. Take some time for yourself each day – even if it’s just five minutes – to refocus on your goals and priorities. Write out a plan of action in which you identify what steps need to be taken to meet your expectations, and take those steps one by one! Additionally, identify the thoughts that are leading to your disappointment. Once you know what they are, challenge them and replace them with more positive thoughts. This will help you to cope with disappointment and stay positive.

Recognize when you’re feeling disappointment at work

It can be hard when things don’t go the way you planned. Disappointment can set in and can be hard to shake. But with some awareness, it can be easier to deal with. When you’re disappointed, start by recognizing that something has not gone as you wanted it to. This can be difficult, but it’s crucial to manage your emotions. Once you’ve recognized that something has not gone as planned, take a step back and assess the situation. What could have been done better? Was there anything negative about how things turned out? Once you’ve assessed the situation, try to find a silver lining – even if it’s small. Accepting yourself with all your wins and losses is crucial to keep moving forward in the journey.

Talk to somebody about what you’re feeling

It can be tough to face disappointment at work. After all, we’re usually taught to pride ourselves on our resilience and positive attitude. However, sometimes disappointment strikes, and we don’t know how to deal with it. In that case, talking to somebody can be a great way to relieve stress and improve your mood. Many resources, such as counseling and therapy, are available to help employees deal with disappointment and frustration. However, the best way to find the help you need is to talk to somebody. So, if disappointment is creeping up on you, don’t hesitate to reach out to somebody you trust for support. You may be surprised at how effective talking can be in managing feelings of sadness and disappointment. First, simply sharing is extremely helpful. It eases your mind and gives you free space to think beyond the past. Secondly, an outside perspective can help you see things in a different light. Given that people are widely different, a disappointing circumstance for you could be an excellent opportunity for someone else. Borrowing positivity from their perspective is key.

Do not let disappointment sit inside you

Disappointment can be a heavy feeling. After all, we’re usually taught to pride ourselves on our resilience and positive attitude. However, sometimes disappointment strikes, and we don’t know how to deal with it. In that case, disappointment can quickly turn into frustration and anger. Unfortunately, these emotions are often difficult to control or manage in the long run. This is especially true if you let disappointment sit inside you instead of confronting it head-on. For example, when something disappointing happens at work, do not hesitate to speak up about what happened and your feelings surrounding the situation. However, the action does not need to stop with talking. You should look for ways to release the emotion in whatever way possible. Cry, sing, or dance – until the feeling is out and you are fresh.

How to Express Disappointment Professionally?

Expressing disappointment professionally is crucial for maintaining effective communication and healthy relationships in a work setting. Here are some tips, along with examples, to help you navigate this delicate situation:
  • Choose the Right Time and Place: Find a suitable time and private setting to address the issue, ensuring that emotions are not escalated in a public forum. Approach the conversation with a calm demeanor. Avoid raising your voice or displaying anger, as it can hinder productive communication.
  • Use “I” Statements: Frame your disappointment using “I” statements to communicate your feelings without assigning blame. This helps prevent the other person from becoming defensive. Clearly state the reason for your disappointment and provide specific examples to help the other person understand the context.
  • Focus on Behavior, Not Personality: Address the specific behavior or action that led to your disappointment, rather than attacking the person’s character.
  • Listen Actively: Allow the other person to share their perspective. Listening demonstrates that you value their input and can lead to a more constructive dialogue. Choose your words carefully to maintain a respectful tone. Avoid using accusatory language or derogatory terms.
  • Offer Constructive Feedback: Instead of dwelling solely on the disappointment, suggest ways to improve the situation or prevent similar issues in the future. Identify common goals or areas of agreement to build a bridge towards resolving the disappointment. Conclude the conversation by expressing your desire to move forward collaboratively and maintain a positive working relationship.

Examples of dealing with disappointment at work professionally

  • Missed Deadline:
    “I wanted to talk to you about the project deadline. I was disappointed that the report wasn’t submitted on time as we agreed. Meeting deadlines is crucial for our team’s efficiency and client satisfaction.”
  • Lack of Support:
    “I value our teamwork and collaboration, so I was disappointed when I felt that my suggestions during the meeting weren’t acknowledged. I believe open communication is essential for our success.”
  • Miscommunication:
    “I wanted to discuss the recent miscommunication regarding the client’s requirements. It was disappointing to find out that there was a misunderstanding, as accuracy is important in our work.”
  • Quality Standards:
    “Our team prides itself on maintaining high quality standards. It was disappointing to discover errors in the final report, as attention to detail is essential for our reputation.”

Conclusion

Disappointment at work can be a harrowing experience. However, by following the five effective ways outlined in this blog, you can start moving on. By identifying the thoughts leading to disappointment, you can start to neutralize them and create a positive mindset. Additionally, talking to somebody about what you’re feeling is an excellent way to process and deal with disappointment in a healthy way. So, if you’re feeling down about your job, make sure to give these tips a try!

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Disappointment at Work FAQs

How to express disappointment at work?

Expressing disappointment at work can be tricky. It’s best to start by figuring out your emotions and then calmly communicating your feelings. If the matter involves another team member, you can initiate a conversation with them to share your feelings and try to understand their views.

What would be the effects of disappointment at work?

Being disappointed at work can make one disinterested. Due to the falling motivation and engagement, they might fail to see purpose at work, and eventually, their productivity falls. Unexpressed disappointment can create a tense environment.

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6 Effective Ways to Manage Conflict at Work

6 Effective Ways to Manage Conflict at Work

Conflict at work can be difficult to deal with, but it’s something that every manager needs to be aware of and prepared for. If you’re not expecting it and aren’t ready to manage it, it can quickly become a source of tension and chaos. This blog discusses the top 6 ways to manage conflict at work for managers and leaders. We have also discussed various types of workplace conflicts and why managers should give conflict management a top priority. By taking these steps, you’ll better equip yourself to manage conflict at work, and everyone will be happier! So, let’s start with understanding what exactly a conflict is.

What is a Conflict?

Conflict is a disagreement or hostility among individuals or groups about something. It can be physical, verbal, emotional, social, and even workplace. It is defined as a disagreement or argument between people or groups of people, typically a heated one. Anything from a dispute about a project at work to a disagreement about resource allocation can spark a conflict. Conflict can be healthy or harmful, constructive or destructive, depending on how we handle it. In general, though, we see conflict as unfavorable because it can lead to division, anger, and even violence. It’s often best to resolve workplace conflicts as quickly and peacefully as possible. Conflict is an inevitable and often necessary part of the workplace. It is basically when two or more people are working together to accomplish a common goal, and they encounter difficulties with each other. It adds stress for both managers and employees as it can be tiring and overwhelming to have conflict constantly in the workplace.
A conflict at work can also become extremely dangerous if left unchecked. There can be various causes of conflict in the workplace, including different goals, personalities, opinions, beliefs, standards, work styles, etc. However, someone will have had enough no matter how long you treat these interpersonal differences (distances) with caution.

Who is responsible for managing and resolving these conflicts?

It is not difficult to answer this question. Managers are the obvious ones responsible for conflict management and conflict resolution. Conflict management skills are a significant part of the skills required for managers to be effective in their roles. They are responsible for both setting up the work environment and team dynamics. Managers are in charge of making sure everyone gets along within the organization. They do it by always doing their due diligence to pay attention to any potential conflicts. Additionally, administrators such as HR managers or senior management have a significant role in controlling the process of managing conflicts at organizational levels and how it affects individual employees (e.g., employee turnover). Managers are not just responsible for managing conflicts, but they also need to give managing these conflicts top priority. Let’s now discuss the reasons behind it.

Why should managers try to manage conflict at work?

There are many reasons why managers should give top priority to managing conflict at work. Some of the biggest and the most common ones are as follows:
  • Conflict can lead to less efficient work and lower productivity
  • It can cause morale problems, sow distrust and discord within teams, and impair team performance
  • Workplace conflicts can even lead to lawsuits or other legal disputes
  • It can negatively impact the organization’s image and brand
  • It can increase staff turnover rates
  • Managing conflict effectively is essential for fostering organizational trust and communication
  • Effective resolution of conflict at work leads to cooperation, improved teamwork, more productive employees, and ultimately firmer relationships
Given the above, it is evident that managers need to manage conflict at work effectively for short- and long-term success.

What do typical workplace conflicts look like? 3 Workplace conflict scenarios for managers

Scenario 1: Mediation 

Two employees in a marketing department are having a conflict about the use of resources. One believes that the other is using too many resources for their project, while the other believes they are justified in their usage. The manager decides to mediate the conflict by meeting with both employees. During the meeting, the manager encourages both parties to listen to each other’s perspectives and to find common ground. The manager facilitates the discussion and helps them devise a compromise where the employee using the resources agrees to share them with the other employee and work together more closely in the future. The manager also sets up a follow-up meeting to ensure the agreement is upheld. Read more: How Negotiation And Conflict Resolution Go Hand-In-Hand? With 5 Examples

Scenario 2: Collaboration 

A sales team is having a conflict over a new client, with two employees competing for the same account. The manager resolves the conflict by encouraging the employees to work together on the account. The manager suggests they pool their strengths and skills to give the client the best possible service. The manager facilitates a brainstorming session where both employees contribute their ideas and develop a plan of action. They agree to divide the work and keep each other updated on progress. The manager also sets up a system for regular check-ins to ensure successful collaboration.

Scenario 3: Coaching 

Two employees in a production department are having a conflict over the quality of work. One employee believes that the other is not producing work that meets the required standards, while the other believes that their work is satisfactory. The manager decides to resolve the conflict by coaching both employees. The manager sets up individual meetings with each employee to discuss their perspectives and provides feedback on their work. The manager also offers guidance, suggestions for improvement, and plans for ongoing training and support. The manager follows up with both employees regularly to monitor their progress and ensure the conflict has been resolved. Read more: Coaching Employee with Negative Attitude to turn them around in 5 easy steps

How to resolve conflict in the workplace as a manager? 6 Effective Ways

Create an atmosphere of trust and mutual respect

The first step for managers to effectively manage workplace conflicts is to create an atmosphere of trust and mutual respect. Managers should create a work environment where employees feel comfortable sharing disagreements, different viewpoints, resentment, or problems. They can do this by creating a climate of openness and communication. They should also be fostering trust between managers and subordinates. When employees feel that managers respect their concerns and they can talk to their manager openly about any conflict, managing the conflict will get easier. Lack of trust and mutual respect leads to conflicts becoming entrenched, making it more challenging to resolve them.

Listen attentively and offer constructive feedback

Active listening to employee concerns is the best way for managers to understand better the problems and emotions that have led to the conflict. Managers should ask questions to understand what led to the conflict from each person’s point of view. This type of effective communication is essential in resolving disputes. Because it allows both parties involved in a dispute to voice their opinions without feeling judged or defensive. Additionally, by offering constructive feedback after listening to the concerns, managers can help employees understand the real reason behind the conflict they are finding themselves in. It can help employees easily overcome conflict at work. It will also help them learn, which may help them avoid these conflicts in the future. That will ultimately make it easy to manage conflicts. Read more: Practicing Empathetic Communication: 5 Secrets of Successful Managers

Address the root cause of the conflict promptly

Once they identify a conflict at work, managers need to address its underlying cause as soon as possible. You can do this by discussing the problem openly and candidly and addressing the point of view of both parties involved. Managers can then create a common ground and work together to develop a solution that satisfies all parties quickly. If they do not resolve the conflict soon, it may become entrenched and more difficult to determine. Getting to know the root cause can allow managers to come up with new ways or interventions to avoid the same in the future. What are the common workplace conflicts? Identify the types here.

Avoid getting drawn into an argument or a heated debate with your colleagues

Managers should make sure to keep the arguments internal to the workplace. They should, very importantly, avoid getting drawn into a heated debate with their colleagues. Getting drawn into a heated discussion will be ineffective in resolving the conflict, but it may also lead to further resentment. These heated debates can also be counterproductive to delivering objectives and goals set by the organization. To avoid this and manage workplace conflicts effectively, managers should respond to employee concerns but not take a negative response personally. When disagreements do arise, managers should control their emotions and should try to address them calmly and rationally using constructive criticism. If the conflicting parties do not agree with the best solution you could provide, you should not lose your cool. It would be best to work together with them to develop a different solution or course of action that can prove acceptable to the conflicting parties.

Avoid personal attacks or demeaning comments directed at others

Many people view workplace conflicts as an opportunity to attack the other person and try to win. However, this type of behavior is counterproductive and will only lead to further conflict. Managers should avoid personal attacks or demeaning comments directed at others to manage conflicts effectively. When tensions are running high, it can be challenging to stay calm and constructive. However, resorting to personal attacks will only make the situation worse. Demeaning comments damage relationships and can also be damaging to a company’s reputation. Managers should try to stay focused on the issue at hand. They should remember that the goal is to manage and resolve the conflict and not to initiate another one. Therefore, they should avoid personal attacks or demeaning comments as doing so will help maintain a positive working environment. It will also help to resolve the conflict more effectively. Instead of passing these attacks or comments, managers should empathize with the conflicting parties. Doing that will make all parties feel safe and secure. It leads to greater insight and a more effective resolution of the issue at hand.

Offer support and praise when a conflict is resolved

When a conflict is resolved, it’s essential to offer your employees sincere congratulations and show them support in their recovery. You can do it by praising them for their efforts, providing assistance if needed, or sending a thank you note. Providing recovery support to employees after resolving the conflicts can show how much the organization takes their personal growth and development into importance. It will also provide employees with a sense of security. Further, managers can build trust with their team members by communicating appreciation and encouragement. All that together can also help avoid further conflicts among colleagues after conflict resolution has been achieved.

Conclusion

In today’s competitive and fast-paced world, workplace conflicts are inevitable. But not all conflicts are created equal. Some are miscommunications or misunderstandings, while others can escalate into full-blown disputes that can hurt team productivity and morale. As a manager, it’s your responsibility to know the different types of workplace conflicts and resolve conflict at work effectively. You should know that you are the one responsible for managing them. Further, you should also know how to resolve them to benefit everyone involved. We’ve outlined the 6 top easy-to-follow ways to manage conflict at work in this blog. So whether you’re a new manager just starting or an experienced one looking for new and innovative ways to manage conflicts successfully, we believe these ways will help you out.

Test your conflict management skills for free!

Take the free conflict management assessment now to assess areas that need improvement.


Managing Conflict at Work FAQs

What are the most common conflicts at work?

Common conflicts at work arise due to task-based differences or personality differences. Different opinions and working styles can also cause conflicts. These differences can grow into more significant conflicts when they are not dealt with maturely.

How to manage conflict between employees?

The key to managing conflict effectively as a manager is understanding the issue from multiple perspectives. It starts with being open to differing opinions, letting go of biases, and maintaining an objective approach when making decisions. Also, encourage employees to work out issues amicably.

How can conflict in the workplace affect the team?

Frequent conflicts create a hostile work environment which harms employees’ psychological safety. Typically, conflicts bring down productivity and reduce team cohesion. It contributes to lousy performance and can lead to high absenteeism and turnover among employees.

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10+ Examples Of Interview Feedback You Can Use In Your Next Interview

10+ Examples Of Interview Feedback You Can Use In Your Next Interview

Interviews are hard – and not only for the candidates! The managers who are taking the interviews often face anxiety too. And sadly, they way lesser avenues to solve and express it than the candidates. A successful interview leaves both sides satisfied. As a manager, your goal is to get the best insights into candidates and judge their suitability for the role. Conversely, the candidate attempts to present themselves as the best fit for the job. However, sometimes they may not be the person you are looking for. In such a situation, giving the candidate appropriate feedback is crucial. It offers them various insights that are instrumental in acing their following interview. In this blog post, we’ll give you some examples of interview feedback managers can use during interviews with candidates. From assessing interview skills to providing feedback on the interview experience, these examples of interview feedback will help create a positive and constructive interview experience for your candidates. So don’t wait – start using these feedback tips today!

What is Interview Feedback?

Interview feedback refers to the comments provided by the hiring panel to the candidates upon the completion of the interview. Hiring managers can share these thoughts in person or via email. Interview feedback is essential to ensure clarity in the candidate’s mind behind the decision’s rationale – positive or negative. Interview feedback typically focuses on the decision made by the hiring panel and brings out related insights. These can include the significant points that shaped the decision, suggestions, appreciation for the candidate, and encouragement to help them move forward. Apart from assessing a candidate’s fit, interview feedback helps them evaluate their performance and builds transparency. In addition, interview feedback helps build a great employer brand. Picture this: a company that provides interview feedback to all candidates. Even the rejected ones understand their weak areas and get suggestions for improvement. At the same time, accepted people begin a relationship where the organization visibly cares for them and establishes trust. On the other hand, an organization that does not provide feedback after interviews leaves candidates wondering and deters them from applying in the future as they never know what transpired! By the way, it’s not just another metric. A whopping 94% of talent wants interview feedback, but only about 41% receive it any form at all – leaving along the quality issues, as per LinkedIn’s Talent Trends Report.
Read more: What Is A Feedback Sandwich? Pros And Cons Of Feedback Sandwich

Why Should Managers Provide Interview Feedback?

Apart from being helpful for the candidate, providing interview feedback is beneficial for the manager and the organization too in many ways:
  • Helps in improving employer brand equity
  • Shows engagement from the management
  • Enhances the reputation of the company
  • Crafting feedback helps you analyze better
Nonetheless, managers often shy away from offering feedback after an interview. Feedback to candidates who will not join your team is often considered a waste of time and effort. However, the absence of constructive feedback severely hurts any team. Hence, managers should adopt the practice of providing appropriate feedback to candidates. We are sharing a few examples of interview feedback to help you in this task.

What Does Good Interview Feedback Look Like?

The explicit aim of the feedback is to help the candidate learn their weak areas better and promote their growth. Hence, your feedback needs to take a constructive direction. You can start your feedback by clarifying your decision first. There can be several reasons not to select a candidate – from unsuitability with the role to a cultural misfit – knowledge of these will help the candidate choose the right opportunities for them. Moreover, they will also identify areas that they need to work on. However, keep in mind to provide a balanced review. While highlighting the areas that need work, you should also point out their strengths and qualities, which will help them grab more opportunities in life. Remind yourself that the aim is to create a good experience and not make them feel wrong about their performance. There is no one perfect way to give interview feedback, but there are some key things that you should keep in mind. First, feedback must be truthful and accurate. Second, it should be constructive – it shouldn’t just criticize the candidate without offering any suggestions or solutions. Finally, feedback should be timely – don’t wait too long to give your thoughts after an interview has ended. Waiting too long can cause resentment on the part of the candidate and hurt their chances of being hired by your company. Also check the 10 Examples Of Positive Feedback That Employers Can Use for your team.

10+ Examples Of Interview Feedback You Can Use

When it comes to feedback, it’s always good to have a few examples of interview feedback ready to go. This way, you can give feedback that is specific, relevant, and concise. Here are some examples of interview feedback that you can use in interviews in different situations: When the candidate in under-qualified for the role
  • After a thorough discussion, we have decided not to move forward with you as your experience in this area is limited. The role needs in-depth expertise that you can build over the next few years.
When talking to a candidate about their limitations, the key is ensuring that your words do not demotivate them. While you have to underline that they are not up for the role, you can also try to help them achieve the requisite expertise. You can suggest skills that they can work on to help them draw a development roadmap for the near future. Candidates will appreciate such help. Conversely, when the candidate is over-qualified for the role
  • We have decided not to move forward with your application. You have a great experience in this area. However, that can constrain your motivation in this role.
While we typically see a lack of experience or expertise as a limiting factor, over-qualification can also impede productivity in specific roles. Over-qualified candidates may not bring the enthusiasm needed to grow in part. It is important to remember that the highest qualified candidates might not be the best always, have to ensure that their knowledge, skills, and abilities meet the requirements of the role. When there is a mismatch between the CV and the performance
  • We cannot move ahead with your application as we feel you are unfamiliar with the skills mentioned here.
  • The candidate could not demonstrate the skills which are mentioned here.
During the interview, it is essential to note that the candidate displays the qualities they mentioned on their CV. Essentially, they are needed to ensure effective performance. And the absence of these skills will adversely affect everyone. Hence, if that is the case, note and identify the gaps. It will also help the candidate see where they are making errors.
Providing suggestions for future interviews
  • We are not moving forward with your application. However, you have great potential to develop in this area. You can look into this more before your following interview.
While a candidate might not get selected for a particular role, they can undoubtedly derive some learnings from experience. If you help them exemplify the benefits they can gather from an unsuccessful interview, they will appreciate your team and management. Hence, in some cases, you can point out specific tips they can use to ace their next interview. Similarly, you can lead them towards helpful resources concerning their field. To appreciate the effort in preparing for the interview
  • The amount of effort you put in was commendable. We appreciate the enthusiasm and dedication you displayed throughout the hiring process.
Preparing for interviews gives a lot of anxiety. Therefore, appreciation for good preparation beats every other praise. When you see that a candidate has put substantial effort into understanding your team and the role, you can gather the first signs of their dedication and estimate exactly how much effort they will put in. Besides that, candidates who display enthusiasm are more likely to continue the same open attitude towards learning later on. To praise their soft skills
  • You displayed outstanding communication skills during the interview. Adding a bit of relevant experience to it will make you a great candidate.
Interviews are won over with both hard and soft skills. And if a candidate’s soft skills made a mark on you, say so! Soft skills are crucial for many roles. For instance, a technical team lead might initially see little merit in developing their soft skills. But later, their conflict management skills could save the day for the team. Ensure that your interview feedback extends beyond one particular area or core strength of the role. Instead, offer a thorough appraisal of all qualities of the candidate.
When they are a cultural misfit in your team
  • You have a great profile. However, we feel that our values are incompatible, which can hamper team cohesion.
Here, the idea is to highlight that although you appreciate their efforts, the mismatch of core values would prevent them from excelling at their role. It can happen when the company and the candidate need to see eye to eye on specific critical values around which all the processes and plans revolve. On the other hand, when they are a great fit in your company’s culture you can say
  • We are glad to see that you will be a great fit for the company’s culture. We expect that you will get on with the team easily as our values are pretty similar.
While agreeing that there is a culture fit with the candidate of the company, you have to highlight which aspects of their personality and work ethic make them an excellent fit for the team. A great fit means they are more likely to understand and relate to your company’s methods and goals. Resultantly, they can contribute wholeheartedly to the team. Highlighting their strengths
  • Although we could not move forward with your application, you have displayed curiosity and a learning attitude throughout the process. This mindset is a great asset you have.
Not all interviews lead to success, and it’s okay! Yet, you can help the case a little bit as a hiring manager or recruiter. While providing interview feedback afterwards, ensure that you highlight the key strengths that can make them shine in any role. You can also highlight skills they can develop and suggest resources for the same. The critical idea is to ensure that your feedback adds positive value to the candidate’s journey. If you feel they are not looking for the right opportunities
  • Your strengths in these areas will make you a great candidate for this. You can look more into this to see if you are interested.
Sometimes, you may come across a great candidate who is not the right fit for your team. Their skills are impeccable, but they are not made for that role. If you find yourself in such a situation, the best thing to do is guide them in the right direction. You can suggest potential areas they can grow in while providing interview feedback. Examples of positive interview feedback
  • You displayed excellent problem-solving abilities, showcasing innovative solutions to the hypothetical scenarios presented. Your strong technical knowledge and enthusiasm for the role were evident throughout the interview. You would be a valuable asset to the team.
  • You demonstrated their leadership skills by sharing specific examples of successfully leading projects and motivating team members. The articulate communication style and positive attitude left a lasting impression, making you a standout candidate.
Examples of negative interview feedback
  • You seemed unprepared for some of the technical questions, struggling to provide in-depth answers. The responses lacked clarity, and appeared unsure. It would be beneficial for you to further develop your technical expertise before future interviews.
  • Throughout the interview, the you exhibited poor time management, frequently going off-topic and using excessive filler words. This hindered the ability to effectively convey your qualifications and made it challenging to assess your suitability for the role.

A Few Do’s And Don’ts for giving interview feedback

Do:

  • Give holistic feedback that encompasses their hard and soft skills
  • Be sensitive to the feelings of the candidate
  • Fight your biases and remain non-judgmental and objective
  • Adopt a straightforward approach that justifies the decision
  • Do not delay feedback; it is best to provide feedback close after the interview

Don’t:

  • Focus only on criticism
  • Give unwelcome feedback
  • Draw comparisons. Every candidate is unique
  • Be vague with general statements

How to make your interview feedback effective?

Now that we are sure of the value of interview feedback, we need to ensure that the interview feedback we provide is effective. Apart from the few do’s and don’ts enlisted above, there are a few more things that you can do. The key is to cover all the bases – make interview feedback holistic to make it effective. It includes using multiple criteria to evaluate, including:

Work experience

A candidate’s work experience holds priority in selecting them for a new role. It is commonly understood that candidates with more significant work experience will be more adept at their position. However, work experience is not the end of the game. The attitude of the candidate matters too. You might come across potential candidates who display a great appetite to learn and grow into the role more effectively than anyone with experience could have done. Ensure that your interview feedback acknowledges both their experience and attitude.

Hard skills

Hard skills are the objective skills essential to achieving a goal. They are tested and evaluated during the interview process by most companies, in addition to the certifications acting as proofs. As they are a crucial element in determining any potential candidate’s eligibility, it is essential to give them due attention in interview feedback as well. You can talk about their qualifications and skills in the context of the role to demonstrate a fit or a misfit.

Soft skills

While hard skills are good, soft skills make your job easy. A candidate with good soft skills will be able to carry out their job efficiently and maneuvering many chaotic situations smartly. Their soft skills must get due recognition. It includes skills such as communication, conflict resolution, negotiation, time management, and problem-solving, to name a few. Effective interview feedback needs to have an appraisal of all their skills, so ensure that you cover their soft skills and other relevant traits for the role.

Leadership ability

Many jobs need natural leadership ability to succeed. Not only that, leadership ability helps candidates grow exponentially in their careers in short periods. Therefore, if your candidate shows strong leadership ability, make sure to appraise that. It will help them build confidence. Otherwise, you can also suggest ways to help them develop leadership ability to become more effective in the roles they are looking at. All in all, ensure that you take note of all critical aspects of your candidate’s profile while sharing interview feedback. Read more about the essential skills of a hiring manager here: 7 Top Skills Every Hiring Manager Should Possess

Free Template for Interview Feedback

By following the guidelines above, we can create a simple template for interview feedback that every manager can use. Essentially, your interview feedback should have the following:
  • A clear decision: The beginning of your interview feedback should clarify the verdict. Whether a yes or a no, the idea is to be clear and sure about the decision, there is no need to keep the candidate in the dark about the decision until the end.
  •  A rationale for the decision: Once your decision is finalized, you have to explain what led you to that decision. Here, you can weigh the pros and cons that made you pick or not pick the candidate. You can highlight the strengths that gave you the confidence to go with them.
  •  An authentic and holistic appraisal: In result with the previous section, you should include an honest review of their knowledge and skills. Here, keep in mind to have every relevant aspect and remain objective.
  •  Some relevant suggestions: Towards the end of your interview feedback, you can include suggestions to help the candidate grow. It can be in terms of recommendations or ideas that they can explore; the key here is to catalyze their growth.
Finally, make sure that the candidate is satisfied with the feedback! Check out more resources to become a better interviewer here:

Conclusion

Interview feedback is critical to ensure that you create the right hiring pipeline for your team. Whether you are an HR professional or a hiring manager, interview feedback is essential to the hiring process, as it helps you identify and improve your interviewing practices. Using the ten examples of interview feedback listed above, you can provide constructive feedback that will help candidates feel confident about their interview performance and improve their performance in the next one.

Learn constructive feedback with the free toolkit.

The free constructive feedback toolkit is a one-stop guide for managers to learn nuances and nurture a habit of sharing constructive feedback.


Interview Feedback FAQs

How do you give feedback to an interview?

Giving feedback to an interviewee involves providing constructive and specific comments on their performance during the interview process. Focus on highlighting their strengths, areas for improvement, and actionable suggestions to enhance their future interviews.

What is interview feedback for?

Interview feedback serves several purposes. It helps candidates understand their strengths and weaknesses, enables them to improve their interview skills, and provides hiring managers with insights to make informed decisions about the candidate’s fit for the role.

How do you write good feedback?

To write good feedback, be objective and avoid personal biases. Use clear language to describe the interviewee’s performance, citing specific examples where possible. Balance positive and constructive aspects, and offer actionable recommendations for improvement.

What is a good example of feedback?

An excellent example of feedback would be: “The candidate demonstrated strong communication skills and a clear understanding of the industry. However, they could improve their responses to behavioral questions by providing more specific examples from their previous work experience to showcase their achievements.”

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Role Play Training at Work: 7 Effective Tips + Sample Situations

Role Play Training at Work: 7 Effective Tips + Sample Situations

Are you tired of traditional training methods that fail to engage your employees and produce real results? It’s time to consider incorporating role-play training into your workplace. Role-play training is an effective and interactive technique that allows employees to practice real-life scenarios in a safe and controlled environment.  In this blog, we will explore the benefits of role-play training, how to use it effectively, and provide sample situations that you can incorporate into your own training sessions. Additionally, we will guide you through the step-by-step process of creating an effective role-play, from topic selection to implementation and evaluation. Get ready to revolutionize your employee training with these practical tips and techniques.

What is role-play training?

Role-play training rehearses real-life situations in a safe and controlled environment. It’s like actors preparing for a play, but it happens in the workplace or a training setting instead of a stage. In role-play, you and your colleagues step into different roles to simulate various scenarios you might encounter at work. In the words of Clark Aldrich, a pioneer in the field of educational simulations, “Role-plays empower you to teach soft skills that you simply couldn’t teach before.” The idea is to practice and improve essential communication, problem-solving, and decision-making skills. It’s like learning to swim in a pool before diving into the deep end. Through role-play, you can make mistakes without real consequences, learn from them, and build your confidence when you face similar situations. So, whether it’s handling customer complaints, training for emergency responses, or perfecting your sales pitch, role-play is a powerful tool to help you shine when the spotlight’s on.

Benefits of Role Play Training

Role-play training provides a wide range of benefits for individuals and teams. Role-playing exercises enhance communication and collaboration skills among team members, resulting in more effective teamwork. This type of training also builds problem-solving and decision-making abilities, equipping individuals with the skills needed to tackle challenges successfully.  Moreover, it creates a safe environment for practicing new skills and techniques, boosting confidence and reducing anxiety in real-life situations. Role-play training promotes empathy and understanding of different perspectives, fostering a more inclusive and supportive workplace. It also enables participants to receive immediate feedback and learn from their mistakes, facilitating continuous improvement and growth. Incorporating role-play training into a training program can have a significant impact on team performance and overall employee development. Check out more here: Top 13 methods of employee training to boost workforce performance

How to Use Role Play Training?

To leverage the benefits of role-play training, it is crucial to establish the training’s objectives and desired outcomes. It sets the stage for an effective learning experience. Engage participants by choosing realistic and relevant scenarios that stimulate their problem-solving abilities.  Clear instructions and guidelines are essential before the role play begins, providing participants with a solid foundation for their performance. Foster active engagement and participation from team members, empowering them to learn and grow. Ensure feedback is provided after each session, allowing for immediate learning from mistakes and reinforcing positive behaviors. Encourage reflection through thoughtful exercises, enabling participants to analyze their own performance. 

Sample Situations for Role Play Training

Incorporating role-play exercises into training programs provides learners with a safe environment to practice and enhance their skills. Here are some specific situations where role-play training, or simulation or case studies, can be effective in the workplace. 

Effective Delegation Role Play Training Scenarios

Situation: A manager needs to delegate tasks to their team members. The manager can role-play delegating responsibilities for a project, clearly communicating expectations, providing necessary resources, and monitoring progress. Scenario: You are the manager of a project team and you have a tight deadline approaching. One of your team members falls ill suddenly and cannot complete their assigned tasks. In this role play, you need to delegate the tasks to the remaining team members while ensuring that the workload is distributed fairly and the project remains on track.

Time Management Role Play Training Scenarios

Situation: An employee struggles with managing their workload and meeting deadlines. Role-play can involve prioritizing tasks, creating a schedule, and practicing techniques like setting realistic goals, eliminating distractions, and dealing with unexpected interruptions. Scenario: You are a sales manager responsible for managing multiple clients and projects simultaneously. You have a full day of meetings and deadlines to meet. However, unexpected issues arise throughout the day, such as urgent client requests and technical glitches. In this role play, you must prioritize your tasks, manage your time effectively, and handle these unexpected challenges while ensuring important deadlines are not compromised.

Strategic Thinking Role Play Training Scenarios

Situation: A team is facing a complex business challenge. The role-play can involve analyzing the situation, identifying opportunities and risks, brainstorming innovative solutions, and making strategic decisions based on long-term goals and organizational priorities. Scenario: You are the CEO of a company facing increased competition in the market. Your board of directors is looking for strategies to stay ahead of the competition and explore new business opportunities. In this role play, you must analyze market trends, assess the strengths and weaknesses of your company, and develop a strategic plan to position your organization for long-term success.

Collaboration Role Play Training Scenarios

Situation: Two departments need to work together on a cross-functional project. The role-play can involve fostering effective collaboration, building rapport, establishing clear communication channels, resolving conflicts, and leveraging the strengths of each team to achieve a common goal. Scenario: You are a team leader responsible for overseeing a cross-functional project that requires collaboration between departments that have different priorities and work styles. In this role play, you must facilitate effective communication, resolve conflicts, and encourage collaboration to ensure that the project goals are met while addressing the diverse needs and perspectives of the team members.

Critical Thinking Role Play Training Scenarios

Situation: An employee needs to make an important decision with limited information. The role-play can involve analyzing available data, considering different perspectives, evaluating potential risks and benefits, and reaching a well-reasoned decision using critical thinking skills. Scenario: You are a product manager tasked with evaluating a potential acquisition opportunity for your company. You have limited information available and need to assess the financial viability, strategic fit, and potential risks associated with the acquisition. In this role play, you must gather relevant data, analyze it critically, and make a well-reasoned decision while considering various factors and potential outcomes.

7 Steps to Create an Effective Role Play

Now lets explore 7 steps for an effective role play:

Step 1: Topic Selection and Narrowing Down

When it comes to role-play training, the first step is to focus on topic selection and narrowing down. Begin by choosing a specific area of focus or skill that you want to address during the training program. This will help create a purposeful and relevant role-play exercise for your team members. Consider the goals and objectives you want to achieve through role play, such as problem-solving or enhancing communication skills.  Additionally, take into account any specific challenges or real-life situations that your team encounters in their work. By selecting a particular problem or case study, you can ensure that the role-play exercise has relevance to their day-to-day responsibilities.  Once you have identified the topic, determine the roles and characters that will be involved in the role play, including the facilitator or role player. Finally, create a clear and concise script or outline for the role play, incorporating specific learning points and real-world scenarios.

Step 2: Interviewing an SME/Reviewing the Recording

The second step involves interviewing an SME (subject matter expert) or reviewing recordings of real-life situations. This step provides valuable insights to create relevant and realistic scenarios. During the interview or review process, it’s crucial to gather detailed information about the specific challenges and nuances of the given situation. You can ensure accuracy and capture all relevant details by taking notes or recording the conversation. Attention to language, behaviors, and actions in real-world scenarios helps create a more authentic role-play exercise. Asking for examples or stories of successful problem-solving in specific situations can be a great learning opportunity for the team.

Step 3: Creating a High-Level Structure

A high-level structure is vital when it comes to role-play training. To create this structure, you must identify your main objectives and the specific skills or behaviors you want participants to develop. Choose a scenario or situation that allows participants to effectively showcase these skills.  Outline the necessary steps and actions within the role play, and don’t forget to incorporate challenges and obstacles for a more realistic experience. Lastly, allocate time for each phase, ensuring a well-structured and organized role-play exercise.

Step 4: Working on the Interface

Working on the Interface in role-play training involves establishing clear guidelines and expectations for participant interaction. It is crucial to encourage active listening and respectful communication between participants. By providing opportunities for participants to practice effective communication skills, such as paraphrasing and asking clarifying questions, they can enhance their understanding and engagement during the role-play exercise.  Creating a safe environment where participants can feel comfortable making mistakes and learning from them is also important. Visual aids and props can be utilized to add realism to the role-play, simulating real-life situations and making the experience more immersive for the learners. Check out focused activities for active listening here: Here are 10 fun active listening exercises to become better at communicating

Step 5: Designing Graphics

Creating captivating graphics is crucial in role-play training as it enhances participants’ engagement and immerses them in the experience. Visual aids, charts, diagrams, and props are effective tools that help illustrate the scenario and provide vital information to learners.  By incorporating relevant and visually appealing graphics, role-play exercises become more relatable to real-life situations, creating a safe environment for participants to practice problem-solving skills. Whether handling an angry customer or working as a team member in a sales team, graphics bring real-world scenarios into the training program, reinforcing the learning points and promoting active engagement.

Step 6: Polishing the Role Play

Polishing the role play is a critical step in making it more realistic and effective. After the initial practice round, it’s essential to review the feedback received and make necessary changes to the script or scenario. This ensures that the role play aligns with the desired learning objectives. It’s also important to add complexity to challenge participants and encourage problem-solving.  Rehearsing the revised role play with participants ensures smooth transitions, clear communication, and realistic interactions. Attention should be given to timing and pacing to maintain engagement and avoid rushing or dragging out the scenario.  Implementing the polished role play in a safe environment allows participants to apply their skills and knowledge. The facilitator observes and provides feedback, focusing on improvement and highlighting strengths. A debriefing session facilitates reflection and discussion, helping participants apply learning in real-world scenarios.

Step 7: Role Play Implementation and Evaluation

The true test lies in the implementation and evaluation phase of role-play training. After thorough preparation and rehearsal, it’s time to unleash the power of role-play in a real-life scenario. This is the moment where participants truly get to apply what they’ve learned. Ensure that each team member understands their role and objectives, creating a safe and supportive environment for them to navigate real-life situations.  Set the scene by replicating the workplace setting, utilizing relevant props and materials. Encourage participants to fully immerse themselves in their roles, responding authentically to the given situation.  After the role-play exercise, allow time for reflection and feedback from participants and observers. This valuable feedback helps in identifying learning points and areas for improvement, making role-play training an effective and transformative part of any training program. Done with the training program? Learn how to evaluate it: 5 Steps of Developing an Effective Training Evaluation Program: With Best Practices

Tips for Conducting a Role-Playing Training

Conducting role-play training can be a highly effective way to enhance various skills and scenarios in your workplace. Here are some practical tips to help you make the most of it:
  1. Set Clear Objectives: Before you start, define what you want to achieve with the role-play. What skills or situations are you targeting? Having clear objectives will guide the training.
  2. Prepare Realistic Scenarios: Create scenarios that mimic real-life situations as closely as possible. This helps participants connect their learning to their actual roles.
  3. Provide Guidelines: Give participants guidelines and background information about their roles and the scenario. This helps them step into character effectively.
  4. Rotate Roles: Encourage participants to switch roles during different scenarios. This allows everyone to experience various perspectives and challenges.
  5. Feedback and Debrief: After each role-play, have a debriefing session. Discuss what went well and what could be improved. Constructive feedback is essential for growth.
  6. Encourage Open Dialogue: Create a safe and open environment where participants can express themselves freely. This builds trust and makes the training more effective.
  7. Use Video Recording: If possible, record the role-plays. Watching the recordings can be a powerful learning tool, helping participants see their strengths and areas for improvement.
  8. Keep it Engaging: Role-play can be fun and engaging. Inject enthusiasm and energy into the training to keep everyone involved and motivated.
  9. Practice, Practice, Practice: Like any skill, the more you practice, the better you become. So, repeat role-play sessions periodically to reinforce learning.
By following these tips, you can conduct role-play training that is effective and enjoyable for your team. It’s a hands-on way to sharpen skills, boost confidence, and improve performance in the real world. We hope you find these tips helpful.

Conclusion

Role-play training is a powerful tool that can enhance learning and development in the workplace. It allows employees to practice real-life scenarios and improve their skills in a safe and controlled environment. By engaging in role-play, participants can gain confidence, improve communication, and develop problem-solving abilities.  Whether you are looking to enhance customer service skills, sales techniques, or leadership qualities, role-play training can be tailored to meet your specific needs. 

Practice your constructive feedback skills to ensure team success.

Learn more about the errors that hold you back as a manager through a free constructive feedback assessment.


Role Play Training FAQs

What is role play training?

Role play training is a method used in corporate settings to simulate real-life scenarios and encourage participants to act out specific roles or situations. It allows individuals to practice and develop skills in a safe and interactive environment, promoting experiential learning.

What is an example of role-playing in training?

An example of role-playing in training could be a customer service workshop where participants take turns playing the roles of both the customer and the customer service representative. They can simulate various scenarios, such as handling a complaint, providing product recommendations, or resolving a problem.

What are the 4 types of role-play?

The four types of role-play commonly used in training are:
a) Single-role play: One participant plays a specific role while others observe and provide feedback.
b) Multiple-role play: Participants take on different roles within a scenario, allowing interaction and perspective-taking.
c) Hot seating: One person takes on the role of an expert or authority figure and is questioned or challenged by others.
d) Fishbowl: A small group performs a role play in front of an audience, who then join in or provide feedback.

How do you teach role-playing?

To teach role-playing, explain the purpose and benefits of role-play in training. Provide clear instructions and objectives for each role-playing exercise. Encourage participants to immerse themselves in their assigned roles, provide feedback and debriefing sessions after each role-play, and offer opportunities for reflection and discussion on the skills and lessons learned. Practice and repetition are key to improving role-playing abilities.

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Coaching Employee with Negative Attitude to turn them around in 5 easy steps

Coaching Employee with Negative Attitude to turn them around in 5 easy steps

As a manager, you create a positive work environment that fosters growth and productivity. However, sometimes an employees have a negative attitude to work which can affect the entire team and their performance. Coaching employees with negative attitudes is crucial to maintaining a positive work culture and ensuring everyone works towards common goals. In this blog, we will explore what constitutes a negative attitude to work, why coaching is essential, and how you can coach your employees with a negative attitude to achieve their full potential. Finally, we will provide you with five steps that you can use to help you in coaching employees with negative attitude and create a more harmonious work environment.

What is a Negative Attitude to Work?

A negative attitude to work refers to an employee’s pessimistic, uncooperative, or resistant attitude in their workplace interactions, behavior, and overall demeanor. It involves consistently focusing on the negative aspects of work, colleagues, or the organization and expressing dissatisfaction or cynicism. Some common characteristics of a negative attitude to work include:
  • Complaining: Constantly voicing grievances, finding faults, and dwelling on problems rather than seeking solutions.
  • Resistance to change: Resisting and opposing changes in processes, procedures, or new initiatives without giving them a fair chance or providing constructive feedback.
  • Lack of engagement: Displaying disinterest, apathy, and a lack of motivation towards work responsibilities or organizational goals.
  • Gossiping and negativity spreading: Engaging in gossip, spreading rumors, or fueling negativity among co-workers, can create a toxic work environment.
  • Blaming others: Refusing to take responsibility for mistakes, always pointing fingers at others, and failing to contribute to a collaborative, accountable work culture.
  • Lack of cooperation: Demonstrating unwillingness to collaborate, support team members, or participate in group efforts, leading to strained relationships and decreased productivity.
  • Resentment towards authority: Exhibiting a hostile or disrespectful attitude towards supervisors, managers, or organizational leaders, which disrupts effective communication and hinders professional growth.
  • Low morale impact: Negativity can have a detrimental effect on team morale, motivation, and the overall work environment, affecting productivity and employee well-being.
Here are top strategies that help in dealing with difficult people at work!

Understanding the Root Cause of Negative Attitude at Work

Understanding the root cause of a negative attitude to work is crucial for addressing the issue effectively. While individual circumstances may vary, several common factors can contribute to a negative attitude:
  • Job dissatisfaction: Employees dissatisfied with their job may develop a negative attitude. This dissatisfaction can stem from various factors, such as lack of recognition, limited growth opportunities, unfair treatment, excessive workload, or a mismatch between skills and job responsibilities.
  • Poor leadership and management: Ineffective or unsupportive leadership can contribute to a negative work environment. Managers who lack communication skills, fail to provide clear expectations or demonstrate favoritism can create a sense of frustration and disengagement among employees.
  • Lack of motivation and engagement: Employees feeling disconnected from their work or lacking a sense of purpose can lead to a negative attitude. Factors such as limited opportunities for growth, monotonous tasks, or feeling undervalued can diminish motivation and engagement. Coaching helps with motivation in many ways.
  • Toxic work culture: A toxic work culture characterized by negativity, excessive competition, gossip, or lack of support can foster a negative attitude. If employees witness or experience disrespectful behavior, bullying, or a lack of trust within the workplace can significantly impact their attitudes and outlook.
  • Personal issues and stress: Personal problems, stress, or challenges outside of work can spill over into an individual’s attitude at work, and these issues can affect an employee’s emotional well-being, making it challenging to maintain a positive attitude in the workplace.
  • Lack of work-life balance: Employees who consistently struggle with work-life balance may experience burnout, leading to a negative attitude. Overworking, long hours, or feeling overwhelmed with responsibilities can erode job satisfaction and contribute to negativity.

Five Steps for Coaching Employee with Negative Attitude

Before you start coaching your co-worker on their negative attitude or gossiping about others at work, identify the root cause of their poor attitude. We have already outlined these causes for you. Now here are the following five steps to use while coaching employee with negative attitude or coaching a struggling employee: –
  1. Identify the specific behaviors and their impact: Start by observing and identifying the specific negative behaviors displayed by the employee. Note how these behaviors affect their performance, team dynamics, and work environment. Be clear and provide concrete examples to understand the issues clearly.
  2. Initiate a private conversation: Schedule a private meeting with the employee to discuss their negative attitude. Create a safe and non-confrontational environment where they feel comfortable expressing their concerns and sharing their perspective. Use active listening questions to understand their viewpoint and the reasons behind their negative attitude.
  3. Provide constructive feedback: Share your observations and concerns regarding the employee’s negative attitude. Be specific about the behaviors you have noticed and their impact. Constructively offer feedback, focusing on the behaviors rather than criticizing the person. Explain the importance of a positive work environment and its effects on individual and team performance.
  4. Collaborate on solutions: Involve the employee in finding solutions to address their negative attitude. Encourage open dialogue and ask for their ideas on improving their attitude and contributing positively to the workplace. Together, set clear expectations and goals for behavior improvement.
  5. Provide ongoing support and follow-up: Offer support and resources to help the employee develop a more positive attitude. This can include coaching for employees, mentoring, training, or additional resources tailored to their needs. Regularly follow up with the employee to provide feedback, monitor progress, and offer guidance. Recognize and acknowledge positive changes and improvements along the way.
Remember, coaching employees with negative attitude or coaching a struggling employee is an ongoing process. It requires patience, consistency, and support. Encourage self-reflection, personal responsibility, and accountability. Be prepared to adjust your approach and provide continuous feedback and guidance to help the employee cultivate a more positive attitude and contribute to a healthier work environment. Here are 3 C’s of Coaching that you must adopt!

Conclusion

Coaching employees with a negative attitude can be challenging for managers or leaders. However, it is also critical to ensure that the work environment remains positive and productive. By understanding the root cause of the negative attitude and providing regular coaching, you can help employees improve their behavior and performance. It’s important to remember that coaching is not a one-time event but an ongoing process. By following the five steps outlined in this blog – Identifying the problem, communicating expectations, identifying areas of improvement, creating an action plan, and regular check-ins and feedback -you can help turn around a struggling employee’s negative attitude into a positive one.

Sharpen your constructive feedback skills to guide your team effectively.

The free constructive feedback assessment for managers equips with tips and samples to get you stated.


Frequently Asked Questions

How do I coach an employee with a bad attitude?

Coaching an employee with a negative attitude requires patience, consistency, and support. The first step is to identify the root cause of their attitude and then clearly communicate your expectations for improvement. From there, create an action plan together and regularly check in on progress while providing feedback and guidance. Remember to encourage self-reflection, personal responsibility, and accountability throughout the process. Coaching is an ongoing process that requires the manager’s and employee’s effort.

How do you deal with an employee with a negative attitude at work?

Dealing with an employee with a negative attitude at work can be challenging, but addressing the issue as soon as possible is essential. Start by having a one-on-one conversation to understand the root cause of their attitude and then clearly communicate your expectations for behavior and performance. Next, work together to create an action plan for improvement and regularly check in on progress while providing feedback and support. Encourage self-reflection, personal responsibility, and accountability throughout the process. Finally, remember that coaching is an ongoing process that requires the manager and employee’s effort.

How do you turn a negative team into a positive team?

Turning a negative team into a positive one is not easy, but it’s possible with the right approach. Start by identifying the root causes of negativity within the team, such as communication breakdowns, lack of trust, or unclear goals. Then, focus on building positive relationships among team members through team-building exercises and open communication channels. Next, encourage constructive feedback and celebrate wins to build momentum and positivity. Finally, lead by example and model positive behaviors and attitudes to inspire your team to follow suit. Remember that turning a negative team into a positive one takes time and effort, but the results are worth it.

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What Is Real Time Feedback? 6 Reasons Why Your Team Needs It

What Is Real Time Feedback? 6 Reasons Why Your Team Needs It

Feedback is one of the most important ingredients in any team-building strategy. The feedback process can help teams learn from each other to improve performance and strengthen bonds. It’s also a way for managers to keep employees up-to-date on their performance and how it affects the team. In an increasingly digital workplace, real-time feedback helps teams make decisions and foster innovation without waiting for feedback from multiple sources. But feedback isn’t always easy or fun to give or receive. And even if your team understands the importance of feedback, they might not be 100% on board with giving it regularly. That’s why we’re here to share the benefits of real-time feedback that’ll hopefully motivate your team to implement it in their workday. But that’s not all; keep an eye on the pitfalls you must avoid while adopting real time feedback with your team.

What is real time feedback?

Real time feedback is a form of communication in which managers provide feedback immediately as it happens rather than waiting for a later time when the feedback may be less relevant or accurate. As managers raise concerns as and when they arrive, it allows team members to share their thoughts and opinions quickly and easily, providing a forum for open discussion and debate. It improves team morale, cohesion, and individual performance on the team. Real-time feedback systems help track and monitor project progress and ensure all team members are aware of current developments. Real-time feedback also provides immediate feedback on performance and helps to enhance both individual and team productivity. In addition, it creates a positive working environment and encourages team collaboration. By providing regular, constructive feedback to team members via real-time channels such as chat or voice calls, teams can build a culture of openness and feedback that fosters high-functioning teams and leads to better overall outcomes for all involved. 

Real time feedback examples for managers

Today’s fast-paced world requires organizations to be efficient and effective with their time, making real-time feedback an essential management tool for success. Good managers can use real time feedback in the following manner with their teams: During a team meeting, a manager observes that an employee, John, is consistently late with his project deliverables. The manager takes a few minutes after the meeting and addresses John directly. The manager says, “John, I’ve noticed that you’ve been missing your project deadlines. This is impacting the team’s ability to deliver on time. Can you let us know what’s going on and what steps you’re taking to get back on track?” The manager is giving direct, specific feedback at the moment, addressing an issue that is impacting the team. They are also offering an avenue to understand further and resolve the concern which might be bugging the team member. By doing so, the manager is helping John understand his actions’ impact and take steps to improve.

Why should you adopt real time feedback?

Real time performance management

Real time feedback allows teams to continuously track performance, identify areas for improvement, and foster a culture of continuous learning. It can help teams make informed decisions and improve their performance quickly. Real-time feedback can be used to measure employee performance, pick the weak areas of team members and allow teams to focus on what works best immediately, ensuring no delay in solving their challenges. In addition, real-time feedback can help teams identify and address issues quickly and effectively. Adopting real time feedback creates a more effective team environment that consistently produces high-quality work results. They can continuously improve their performance and work together as a cohesive unit toward a common goal.

Help new and learning employees perform

Feedback is an essential component of any employee development or learning program. It is an excellent tool for learning organizations working intensely on their team members’ growth. Real time feedback helps employees understand and improve their performance quickly based on the suggestions of their managers. It can reduce the overall time required to develop a skill. Furthermore, real time feedback can help identify and correct mistakes quickly, leading to reduced costs and improved quality of work. Otherwise, team members can continue repeating the same errors if they are not addressed at the right time. Similarly, on the other hand, it keeps the managers aware of the sentiments of the team members as well because they can ask questions and receive feedback from the team on their efforts.

Keep the team engaged and motivated

Real-time feedback can help keep teams engaged and motivated by providing immediate feedback on performance. It can identify and address problems quickly, leading to improved productivity. Real-time feedback fosters a collaborative environment where team members are encouraged to contribute their ideas and feedback. All of this counts towards continuous and regular engagement with the team members. It provides a space to discuss ideas, address concerns, and build healthy relationships at work. Real-time feedback provides an essential opportunity for managers to connect with their teams. It fosters a sense of trust, encourages open communication, and helps employees make themselves home in their teams. Managers who frequently provide constructive feedback also add words of motivation to their team’s spirits high and shining.

Add adaptability and agility to the team

Real time feedback can be a valuable tool to help teams stay on track and improve their performance. Adopting real time feedback helps teams identify and address problems as and when they occur instead of waiting for meetings to address critical issues – making it easier to adapt to a changing environment and the challenges it throws. It also improves team collaboration and communication, which can help teams work more effectively. Real time feedback helps build agile teams by providing immediate feedback on how individuals perform and allowing immediate corrective action. Agile teams are marked by their fluid and unconventional approach to work; with the help of real time feedback, managers can quickly modify the directions adopted by their team members.

Makes managers more approachable

Real-time feedback is a technique that allows employees to engage regularly and directly with their managers. It helps improve communication and relationship between the employees and the managers, creating higher productivity and better results for the team. Real-time feedback creates an open and honest culture within the workplace, where employees feel free to share their thoughts and ideas about the work being done. This feedback can help managers make better decisions about how to run their teams. Adopting real time feedback has benefits beyond simply improving the quality of work. For instance, managers boost morale by providing team members with constant feedback on their performance and encouraging them to take risks and try new ideas. In addition, real time feedback can help to prevent or resolve conflict and tension in the workplace, leading to a more constructive and productive environment. Overall, adopting real time feedback is an important way for managers to improve the quality of their work and achieve their objectives fast.

Builds leadership 

Sharing real time feedback creates more instances for managers to take up the leadership role. It creates scenarios where they can guide team members while playing all the essential functions of a leader – motivator and enabler. This is a significant step for people keen on adopting a coaching leadership style. 

How to give real time feedback?

Providing real time feedback starts with setting a clear goal of what you want to achieve with your team. For instance, as a manager, you can use real time feedback to reinforce desirable behaviors among team members and reduce the unwanted habits which hurt productivity. Once you are clear on this, you can begin acting on a routine similar to the following: 
  • Share your observation: Start real time feedback with your observations. It helps the team members know that their efforts are recognized and understood. At this point, they can clear misunderstandings as well.  
  • Share your suggestions: The critical step in making feedback effective lies in sharing the right tips and guidance with the team members. Managers should make sure that they are giving advice that would enhance productivity. For example, if you see a team member frequently getting overworked, you can offer them time management tips to be used at work.  
  • Answer and ask questions: Feedback becomes complete only when the receiver is sure of their roadmap. Hence, be available to answer questions from your team members’ minds. You can also ask them questions to understand their perspective better. 

Can real time feedback backfire?

As is the case with any managerial process, real time feedback can backfire, too, if a manager does not step back to avoid a few basic pitfalls. In this section, we are going to look at practices to avoid to ensure the efficacy of your real time feedback, 
  • Think before you act: Providing real time feedback can look like a hectic task from the start. But, it is critical to understand for managers that real time feedback is to be provided only when necessary, not at every available instance. For example, a team member receives feedback from their manager every day. However, because the manager is too busy giving daily feedback to every team member, they do not get the time to provide constructive feedback. Instead, their messages end up becoming vague and disheartening.
  • Thinking correctly before you start giving feedback is the way out of this situation. Otherwise, teams can become irritable after growing tired of such conversations. Feedback is a meaningful exercise, do not reduce it to a task on your to-do list. Set an optimal frequency and provide feedback only after you have sufficiently distanced yourself from the activity to analyze it effectively. 
  • Be available to discuss: Real time feedback is often shared with the help of digital tools, where the employee’s reaction remains hidden from the manager. Negative feedback provided without sufficient context can stress employees. Make sure that this method does not become a barrier. Instead, guarantee your availability to discuss the feedback in detail and help team members act on it. Make it the stepping stone toward the growth process, not the culmination. 
  • Adapt to your team: While real time feedback sounds excellent to managers, it may excite some team members differently. And that is totally fine! As you start providing real-time feedback, you must keep track of the team members’ responses. If you feel that a team member is happier and works more efficiently with a higher or lower frequency of feedback, you can adapt accordingly. Some people work differently, and just like that, some methods need a bit of switching. 

How Risely uses real time feedback to help you grow?

Risely smartly incorporates real time feedback in its leadership development platform for managers. It provides regular real time feedback for managers through nudges based on the personal challenges you are facing. These nudges are equipped with tips and suggestions to handle day-to-day team issues smoothly. Moreover, these helpful nudges are available for teams along with their managers! Get started today by signing up for Risely for free. 

Conclusion

As a manager, it is vital that you listen to feedback from your team members. First, it helps create a culture of feedback and feedback-driven performance management. Second, another reason why you should adopt real-time feedback is to improve team performance. Third, real-time feedback helps teams focus on improving individual performance while working toward team goals. And lastly, it allows new and learning employees to feel more connected and valued by the team.

Learn more about effective constructive feedback with a free toolkit!

Grab your copy of the constructive feedback toolkit for managers today to get started 

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37 Constructive Feedback Examples to Supercharge Your Leadership

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Feedback is a vital management communication tool. Feedback can help people improve, making the team better at what it does. Providing constructive feedback can be challenging for managers, though. Managers want feedback that will help the employee improve, but they also want employees to feel understood and supported.  With all of this in mind, managers need constructive feedback examples they can give their team to inspire and help them grow. In this blog, we’ll help you understand constructive feedback examples that you can use in your work environment or with your family or friends.

How do you give Constructive Feedback: Examples for Managers

Providing constructive feedback is essential to any manager’s role, as it helps employees understand their strengths and areas for improvement. It also allows employees to grow and develop, ultimately contributing to the organization’s overall success. The following are some constructive feedback examples that managers can use during performance reviews or in regular one-on-one meetings with their team members. These constructive feedback examples cover various topics, including communication, performance review, time management, etc.
Read more: Secrets to Becoming A Pro At Constructive Feedback: 7 Effective Steps For Managers

Constructive Feedback Examples for Communication Skills

Effective communication is a key component of success in any professional setting. The ability to clearly and effectively convey thoughts and ideas, as well as actively listen to others, is essential for building strong relationships, fostering teamwork, and achieving goals. The following are some constructive feedback examples related to communication skills:
  • In our team meeting yesterday, I noticed that you didn’t give clear and specific instructions when delegating tasks to the team. It would be beneficial to be more specific and provide examples of what you expect from the team to improve overall communication and productivity.
  • In the presentation you gave to the client last week, I noticed that you didn’t make much eye contact with the audience. This can be perceived as a lack of confidence or interest in the topic. It would be beneficial for you to practice making eye contact and engaging with the audience during future presentations to improve your communication skills.
  • In the email correspondence with our department head, I noticed that you used a lot of technical jargon that the department head might not be familiar with. It would benefit you to simplify the language and explain any technical terms you use to improve the overall understanding and communication.
  • During the team meeting, I noticed that you didn’t give feedback or acknowledge the contributions of your team members. It would be beneficial to actively listen to your team members and provide feedback on their ideas and contributions to improve team dynamics and communication.
  • In the conference call with our international partners, I noticed that you didn’t clearly state the main points or objectives of the call. It would be beneficial for you to provide an agenda or summary of the main points to be discussed to improve the overall communication and productivity of the call.

Constructive Feedback Examples for Areas of Improvement

Here are some examples of constructive feedback to employees that managers can give to highlight areas of improvement:
  • Initiative: “You’re doing well in your current role, but I believe you can excel even further by taking more initiative. Try seeking opportunities to lead new projects or proactively offering your assistance to team members.”
  • Team Collaboration: “While you’re doing great individually, I believe there’s room for improvement in terms of collaboration within the team. Consider actively seeking input from your teammates and offering your support to others.”
  • Decision Making: “I’ve noticed that you sometimes hesitate to make decisions, especially when faced with ambiguous situations. Trust your judgment and be more decisive, keeping in mind that mistakes are opportunities for growth.”
  • Innovation: “You have excellent problem-solving skills, and I encourage you to think more innovatively when tackling challenges. Brainstorming with the team or seeking inspiration from external sources could help spark new ideas.”
  • Presentation Skills: “Your content is strong, but your presentations could be more engaging. Work on using visuals, storytelling, or incorporating anecdotes to captivate the audience and leave a lasting impression.”
  • Handling Feedback: “When receiving feedback, try to remain open and receptive rather than becoming defensive. Constructive criticism is meant to help you grow, and embracing it positively will lead to continuous improvement.”
  • Dealing with Conflict: “I’ve noticed a few instances where you seemed uncomfortable addressing conflicts within the team. Developing conflict resolution skills will help maintain a harmonious work environment and build stronger relationships.”

Constructive Feedback Examples for Performance Review

Performance reviews are an important tool for evaluating an employee’s strengths and areas for improvement. They provide an opportunity for managers and employees to have an open and honest conversation about job performance and to set goals for future development. Here are some constructive feedback examples for performance review:
  • During the past quarter, I noticed that your presentation skills had improved greatly. You have effectively communicated your ideas and presented data clearly and concisely. However, I would like to see your work on your ability to anticipate and address potential questions or concerns from the audience. Practicing and seeking feedback on your presentations would be a great way to further improve in this area.
  • I’ve observed that you consistently meet your sales goals and exceed expectations. However, I’ve noticed that you could benefit from improving your ability to manage your time more effectively. Specifically, I suggest you prioritize your tasks and create a schedule to help you stay organized and on track. Additionally, taking advantage of the available resources such as time management tools could help you further improve in this area.
  • I’ve noticed that your team’s performance has been consistently high, largely due to your excellent leadership skills. You have been able to communicate your expectations and provide clear direction effectively. However, I’ve noticed that you could benefit from being more approachable and open to feedback from your team members. Creating an open-door policy and encouraging team members to share their ideas and concerns would be a great way to improve this area.
  • You have been an asset to the team with your strong analytical skills and attention to detail. However, I’ve noticed that you could improve your ability to work effectively with others. Specifically, I suggest you work on your active listening skills and actively seek input and feedback from your team members. Additionally, practicing your collaboration and teamwork skills would be a great way to improve in this area.
  • I’ve noticed that you have been taking on additional responsibilities and displaying a willingness to take on more. However, I’ve seen that you could benefit from improving your ability to manage stress and maintain a work-life balance. Specifically, I suggest you develop a self-care routine and set clear boundaries to ensure you have time for yourself outside of work. In addition, learning coping mechanisms such as meditation or mindfulness exercises could help you further improve in this area.

Constructive Feedback Examples for Time Management

Effective time management is a crucial skill that can make a big difference in one’s productivity and success. Constructive feedback can help individuals identify areas where they can improve their time management techniques and make changes that will benefit them in the long run. Following are some constructive feedback examples for time management:
  • I noticed that you tend to struggle with meeting deadlines. In the future, it may be helpful for you to create a detailed schedule or to-do list to manage your time better and ensure that all tasks are completed on time.
  • I noticed that you often take on more tasks than you can handle. It would benefit you to prioritize your responsibilities and focus on completing the most important tasks first rather than trying to do everything at once.
  • I noticed that you sometimes get sidetracked during the workday. It may be helpful for you to set specific, time-bound goals for each task and to remove any distractions from your work environment to improve your focus and productivity.
  • I noticed that you sometimes procrastinate on certain tasks. It may be helpful for you to break down larger projects into smaller, more manageable tasks and to set specific deadlines for each one to stay on track.
  • I noticed that you sometimes get overwhelmed by the work you must do. It would be beneficial for you to schedule regular breaks throughout the day to recharge and refocus and to learn to say no to additional responsibilities when you are already stretched too thin.

Constructive Feedback Examples for Punctuality

Here are five constructive feedback examples for employees related to punctuality:
  • I noticed that you have been consistently late to our team meetings. It’s important for everyone to arrive on time so that we can make the most of our time together. Can we work on finding a solution to help you be on time for our meetings?
  • I appreciate your commitment to getting your work done, but I noticed that you sometimes arrive late to the office. This can disrupt the flow of the team and impact our ability to meet our deadlines. Can we talk about ways to help you manage your time more effectively?
  • I understand that life can be unpredictable, but arriving late to our scheduled appointments can create confusion and frustration for our clients. Can we work together to find ways to make sure that we arrive on time for all of our appointments?
  • You have been consistently late for our 1:1 meetings. This makes it difficult for me to keep to my schedule and can also send the message that you don’t value the time we have set aside to meet. Can we discuss ways to help you arrive on time for our 1:1s?
  • I noticed that you have been arriving late to team events, such as team lunches or team building activities. These events are important for building relationships and improving team morale. Can we find ways to ensure that you arrive on time for all team events in the future?

Constructive Feedback Examples for Collaboration

Here are five constructive feedback examples for employees related to collaboration:
  • I noticed that you tend to work independently on projects and don’t engage with your team members as much as I would like. It’s important for us to work together as a team and share our skills and knowledge. Can we discuss ways to help you collaborate more effectively with your team?
  • I appreciate your creative ideas, but I noticed that you sometimes struggle to work effectively with others. It’s important for us to be able to work together and find common solutions. Can we discuss ways to help you be more open to feedback and collaboration?
  • I understand that you have a strong work ethic, but I noticed that you sometimes neglect to include others in your work. It’s important for us to work together and share the workload. Can we schedule a time to discuss ways to help you be more collaborative and inclusive in your work?
  • I appreciate your commitment to your work, but I noticed that you sometimes resist collaboration and don’t take advantage of the expertise and knowledge of your team members. It’s important for us to work together to achieve the best outcomes. Can we discuss ways to help you be more open to collaboration and seek the input of others?
  • I noticed that you sometimes struggle to work effectively with team members who have different work styles or approaches. It’s important for us to be able to work together, despite our differences. Can we discuss ways to help you be more open-minded and collaborative, even when working with people who have different work styles?

Constructive Feedback Examples for Quality of work

Here are five examples of constructive feedback related to the quality of work:
  • I appreciate your attention to detail, but I noticed that some of the work you submitted had errors in it. It’s important for us to deliver high-quality work to our clients. Can we discuss ways to help you double-check your work before submitting it?”
  • I noticed that your recent projects have been delivered on time, but there have been some inconsistencies in the quality of your work. It’s important for us to maintain high standards of quality in everything we do. Can we schedule a time to review your work together and identify areas for improvement?
  • I understand that you have been working under a tight deadline, but the quality of your work has suffered as a result. It’s important for us to prioritize quality and make sure that our work meets the standards that we set for ourselves. Can we work together to find a solution that allows you to meet your deadlines and deliver high-quality work?
  • I appreciate your willingness to take on new projects, but I noticed that the quality of your work has not been up to your usual standards. It’s important for us to maintain our reputation for delivering excellent work. Can we discuss ways to help you manage your workload and ensure that the quality of your work remains high?
  • I understand that you have been working on complex projects, but I noticed that the final deliverables have not been meeting the expected quality standards. It’s important for us to deliver work that meets the highest standards of quality. Can we work together to identify the areas that need improvement and develop a plan to ensure that your work meets the expected quality standards in the future?

Resource Buckets for you!

Conclusion

With feedback being such a crucial part of team-building and employee development, managers must be able to give constructive feedback that helps their team members improve. The constructive feedback examples we discussed above are some of the most common methods that have proven successful. You can use them as a starting point when giving feedback to your team members or adapt them to suit your team’s specific needs.

How strong are your constructive feedback skills?

Find out now with the help of Risely’s free constructive feedback assessment for managers and leaders.


Constructive Feedback Examples FAQs

What is an example of constructive feedback in a performance review?

Example of constructive feedback in a performance review: “You’ve shown strong leadership skills and achieved significant project milestones. To enhance team collaboration, consider involving others in decision-making and providing clearer instructions for better task allocation.”

What are the two types of constructive feedback?

Two types of constructive feedback: Positive reinforcement, highlighting strengths and achievements, and developmental feedback, focusing on areas of improvement and actionable steps to enhance performance.

How do you give good feedback examples?

Giving good feedback examples: Be specific, focus on behavior or actions, use a constructive tone, offer actionable suggestions, and balance praise with areas for improvement. Create a supportive environment and encourage open dialogue for effective feedback exchanges.

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