Feedback

Providing feedback at work is essential for growth, collaboration, and continuous improvement. However, delivering it effectively requires a thoughtful approach—one that fosters trust rather than defensiveness. Here’s a simple yet powerful four-step framework for giving feedback that encourages open dialogue and improvement.

1. Ask for Permission: "Is Now a Good Time?"

Feedback should never feel like an ambush. Before diving into your observations, ask the other person if they have the time and mental space to engage in the conversation. This small act of courtesy helps create a receptive environment and shows respect for their time and emotions.

Example: “Hey, I have some feedback I’d love to share with you. Is now a good time, or would you prefer to find another moment?”

By giving them a choice, you set the stage for a more productive discussion where they are prepared to listen rather than feeling caught off guard.

2. Share the Feedback Objectively

Once permission is granted, focus on specific actions rather than personal attributes. Stick to observable behaviors, not assumptions or intentions.

Example: “In yesterday’s meeting, I noticed that you interrupted a few colleagues before they could finish their thoughts. I wanted to bring it up because I think it might be affecting the team’s ability to contribute.”

Framing the feedback in a way that highlights impact—rather than blame—keeps the conversation constructive. Aim to be clear, concise, and neutral in tone.

3. Listen to Their Response

Receiving feedback, especially about behavior, can be uncomfortable. Give the person space to process and respond. Approach this part of the conversation with curiosity rather than assumption. Ask open-ended questions to encourage dialogue and better understand their perspective.

Example: “How do you feel about what I just shared? Do you see it differently?”

Listening without immediately rebutting or insisting on your viewpoint helps build trust and invites a genuine exchange. Sometimes, their response may offer insights you hadn’t considered.

4. Collaborate on a Path Forward

Rather than ending the conversation with just a critique, shift toward solutions. Ask the other person how they see the situation and what adjustments they might make. This helps them take ownership of their growth rather than feeling dictated to.

Example: “How do you think we can approach this differently moving forward?”

If appropriate, offer support, resources, or coaching to help them succeed. The goal isn’t just to point out an issue but to contribute to their improvement.

Final Thoughts

Giving feedback at work doesn’t have to be awkward or confrontational. By following these steps—asking for permission, sharing specific observations, listening actively, and collaborating on next steps—you can create an environment where feedback is a tool for growth rather than a source of anxiety. When done well, feedback strengthens relationships, enhances performance, and fosters a culture of continuous learning and respect.