Giving Feedback: How To Do It So That Performance Improves

7 Ways Leaders Use Feedback To Boost Performance

Feedback is not merely a managerial responsibility, it's a leadership imperative. The ability to lead, coach, and inspire by giving feedback separates great leaders from the rest. Yet, most leaders struggle to achieve the fine line between developing and addressing performance deficiencies.

The best leaders understand that feedback is not so much about pointing out weaknesses, but about unlocking potential. When done right, feedback builds confidence, sharpens skills, and accelerates growth. Let's dive into seven practical ways effective leaders provide feedback that not only resonates but also improves performance.

Give Feedback Frequently, Not Just During Reviews

Annual performance reviews are no longer enough. High-performing teams depend on consistent, real-time input. Great leaders replace once-a-year reviews with ongoing, informal check-ins that keep employees aligned and motivated.

Instead of saving comments for quarterly meetings, they include feedback in regular one-on-one conversations, project debriefs, and even quick chats after meetings. This continuous approach helps course correct before minor issues escalate, while also reinforcing positive behavior. In fact, employees who receive frequent feedback are nearly five times more likely to be engaged at work. Consistency makes feedback effective.

Create A Safe Space For Honest Conversations

Feedback can only be effective when people feel secure about receiving it. Great leaders build a culture of psychological safety, where team members know that feedback (whether it is positive or constructive) is shared to support them, not put them down [1].

Instead of diving straight into feedback, great leaders start by showing empathy and curiosity. For example, they may begin with, "What is your opinion of the presentation you just gave?" or "What part of that project felt most challenging for you?" This helps the person to reflect and prepare their mind to receive useful ideas.

It transforms feedback from a top-down directive into a two-way dialogue, one built on mutual respect and shared problem-solving. Leaders who encourage openness create the conditions where feedback can make a difference.

Balance Praise With Constructive Criticism

Great leaders don't shy away from tough conversations, but they also don't forget to celebrate wins. They strike a thoughtful balance between encouragement and improvement. The old "feedback sandwich" (positive-negative-positive) often feels insincere. A better approach is to use the SBI model [2]:

Situation
Describe the context.
Behavior
State the specific action.
Impact
Explain the result.

For example, "In yesterday's client meeting (situation), you clarified the technical details clearly (behavior), which built a lot of trust with the client (impact)." This method keeps praise thoughtful and makes criticism constructive [3].

Make Feedback Clear, Specific, And Actionable

Vague feedback like "You need to be more professional" usually doesn't assist the employee in improving their skills. Great leaders focus on observable behaviors and provide specific recommendations. For instance, instead of saying "You need to improve communication," try: "In team meetings, try to summarize what you have to say in a few sentences to keep the discussion focused."

Effective feedback eliminates ambiguity. It shows employees exactly where to improve and how they will be evaluated, so growth becomes official instead of left to guesswork. Following specific tips gives team members confidence and makes them more reliant and accountable.

Ask For Feedback As Often As You Give It

Feedback should never be a one-way process. Great leaders create a feedback loop by inviting input from their teams. When leaders ask, "How can I support you better?" or "Is there a way I could do things differently?," it proves they are humble and willing to improve.

This two-way feedback builds mutual respect and reinforces psychological safety. It also helps leaders improve their own performance since leadership is a continuous learning process. Leaders who regularly seek feedback are more effective in building trust and strengthening team dynamics. So, model the behavior you want to see in others.

Customize Feedback To Individual Styles And Situations

Not every team member receives feedback in the same way. What motivates one person may overwhelm another. Great leaders take time to understand individual personalities and communicate accordingly. For instance, introverted employees may prefer written feedback they can process privately, while extroverts may appreciate real-time discussions. New hires may need more guidance and reassurance, whereas experienced employees may respond better to direct, challenge-based feedback.

Tools such as DISC [4], MBTI [5], or simple observation can help you personalize your approach. Feedback is most effective when it respects context, communication style, and emotional dynamics.

Follow Up To Reinforce Growth And Results

The best feedback doesn't end with the conversation, it continues through follow-up. Great leaders revisit progress, recognize improvements, and make any necessary changes. If you give feedback on someone's presentation skills, check back in a week and mention: "I noticed your slides were clearer this time, well done." This reinforces the behavior and shows you're invested in their development. Many leaders also rely on collaborative platforms to document feedback, track individual goals, and keep an eye on progress, leading to sustainable development.

The Final Thought

The difference between a good manager and a great leader often lies in how they give feedback. While good managers point out what's wrong, great leaders focus on helping their team grow. The most effective leaders consider feedback as a tool to support, not evaluate. They offer it regularly, deliver it thoughtfully, personalize it, and follow through. If you want to improve your team performance, start by improving the way you give feedback.