In our IDEAS+LEADERS Podcast conversations with top business leaders and leadership consultants, we often discuss the critical role of honesty, openness, and regular feedback in building high-achieving teams. But how can we share feedback on team behavior, attitude, and progress toward KPIs while maintaining strong, positive relationships?

Here are some best practices to give effective, constructive feedback that fosters growth and trust:

1. Set clear goals: Start by ensuring that objectives and expectations are clearly defined. Every team member should know exactly what’s expected of them. Setting clear performance standards provides a baseline for evaluating progress and reinforces accountability.

2. Focus on positives: Balanced feedback is key. Acknowledge what each person is doing well—whether it’s their hard work, ambition, or positivity. Highlighting strengths makes it easier for them to accept constructive feedback and strengthens their confidence and motivation.

3. Provide immediate feedback: Timely feedback is most effective. Address issues as soon as they arise, or even in the moment. Imagine a football coach waiting until after the game to correct a player’s mistakes—it simply wouldn’t help performance. Prompt feedback maximizes impact and relevance.

4. Be specific: Vague feedback can be confusing. When giving feedback, refer to specific behaviors and situations to make your points clear. For example, “I noticed that during the last presentation, the data analysis was not complete,” is more helpful than general comments.

5. Use “I” statements: Frame feedback as your own perspective rather than a collective opinion. Instead of saying, “Everyone thinks…,” say, “I noticed that…” This makes your feedback more personal and authentic. Using “I” statements, such as “I am concerned we may miss the deadline,” rather than “You are always late,” keeps the conversation constructive.

6. End on a positive note: Conclude with sincere encouragement, avoiding the “sandwich” approach (“Everything is great. You were awful. But everything is great”). Instead, relate feedback to their personal growth. How will the change benefit their career or skill development? Express confidence in their ability to improve, and make it clear that you’re invested in their success.

7. Recognize improvement: Observe changes and acknowledge even the smallest improvements. Consistently reinforcing positive behavior helps it stick long-term. If desired changes don’t occur, revisit the feedback with understanding. Always address feedback in private 1-1 conversations to foster trust and ensure comfort.

Mastering the art of feedback can transform team dynamics, making it easier and faster to achieve shared goals.

If you’re interested in creating a culture of openness and honest communication in your team, let’s schedule a time to discuss how we can support you in this journey.