Good feedback is one that motivates the employee. The goal is for every feedback — whether celebrating success or offering criticism — to increase the employee’s drive moving forward.
When to Give Feedback
Feedback can be delivered:
- By email
- In a weekly meeting
- In an annual review
- As a response to a project
When to Avoid Giving Feedback
- When the feedback does not lead to any actionable outcome
- When you are emotionally charged
Key Principles for Effective Written Feedback
Be prompt: Give feedback within a week of the event.
Be specific: Give real examples and avoid generalizations.
Be goal-oriented: Ask yourself, “What do I want to achieve with this feedback?” Give clear, measurable, achievable goals.
Example: “You’ve only met two out of six of your project deadlines this year. This leads to projects going over budget.”
Emphasize impact: Highlight the positive or negative effect of the behavior.
Be empathetic: Show respect, support, and compassion.
Use “I” statements:
- “I’ve noticed that the weekly metrics have been coming in late”
- “I was hoping to see a more polished presentation of our team’s goals.”
Compliment behavior you want to encourage:
- “Thank you for being open-minded and persistent in our stand-up today.”
- “Keep up the excellent work!”
End with support:
“I’m here for you if you need to talk things out or have other questions or concerns.”
Writing quality feedback in fluent business English includes all these principles. Good luck!
