We all want to grow in our careers, and constructive feedback is a key ingredient for that growth. But let’s be honest, receiving feedback can still feel nerve-wracking! Most of us have been in those moments where we want to help someone grow but don’t quite know how to phrase things in a way that lands well.
This idea also came up during our recent Feedback Essentials workshop, a session that highlighted how effective feedback is a skill we build over time, not something we master overnight. As leaders and colleagues, it’s our responsibility to make sure the feedback we give is helpful, and motivating, and fosters positive reinforcement.
With that in mind, here are some common pitfalls to avoid when providing feedback, along with actionable tips:
Mistake 1: The Vagueness Vortex ️
Example: “Your report could be improved.”
Solution: Be specific! Vague feedback leaves people guessing what actually needs to change. Instead, try:
- “In your report, the financials section could be more detailed. Consider breaking down the cost projections by quarter.”
- “The marketing plan seems to lack a clear target audience. Can we discuss ways to define your ideal customer?”
Mistake 2: The Positivity Vacuum ️
Example: “The presentation fell short of expectations.”
Solution: Balance is key! Start by acknowledging their strengths. A little recognition goes a long way before introducing what needs work.
- “I loved the creativity in your presentation slides! To build on that, let’s explore how we can make the data even more impactful.”
- “Your confidence during the client call was impressive! Perhaps some additional information on the product benefits could strengthen your pitch.”
Mistake 3: The Ambush
Example: Blind-siding someone with feedback in a public meeting.
Solution: Create a safe space for feedback. Schedule a dedicated one-on-one or ask beforehand if they’re open to receiving feedback on a specific project.
Mistake 4: The Monologue Maze
Example: Launching into a long lecture about what they did wrong.
Solution: Make it a conversation! Encourage questions and open discussion to ensure understanding and co-create solutions. Instead of lecturing, ask:
- “What were some challenges you faced while working on this project?”
- “What ideas do you have for improvement in this area?”
Mistake 5: The Blame Blizzard
Example: Placing blame for a mistake without offering solutions.
Solution: Shift the conversation from blame to growth by focusing on what can be improved and how to get there. Instead, try:
- “Let’s discuss how we can avoid similar mistakes moving forward. Perhaps we can implement a double-checking process before submitting reports.”
- “This situation presented a unique challenge. How can we use this experience to improve our approach next time?”
Mistake 6: The Delayed Feedback
Example: Delaying feedback until a performance review or after a significant issue arises.
Solution: Provide timely feedback! The closer the feedback is to the situation, the more impactful it will be. Offer feedback incrementally throughout a project, and encourage regular check-ins.
Mistake 7: The Positivity Paradox
Example: Failing to acknowledge good work and celebrate successes.
Solution: Make recognition a habit! Positive reinforcement is crucial for motivation and engagement. Publicly acknowledge achievements and highlight individual contributions to team wins.
Final thoughts
Feedback is a two-way street. By following these tips, you can ensure your feedback is clear, encouraging, and truly propels your colleagues and team members towards growth! The more we practice, the more feedback becomes not a moment of stress, but a natural part of the learning process.
Article written by Kati Holasz, Chief Technology Officer
