8 feedback examples blog cover

10 Examples Of Giving Effective Employee Feedback

Whether we realize it or not, we’re always giving or receiving feedback.

Sometimes it’s explicit, like in a one-on-one meeting, or it’s implicit, through our tone of voice and body language.

We might not realize the image we’re giving off, so we need to be mindful of this.

Employee feedback is at the center of both personal and professional development. It can significantly improve an employee’s performance or behaviour within a team.

But giving effective and significant feedback can be very hard. That’s why we put a list of feedback examples that can help you in your day-to-day and some tips you can use right away.

    In this post you’ll learn…

  • Employee feedback examples you can use taken from real life scenarios.
  • Effective tips that can help you give better feedback.
Free Bonus: Learn the best 7 communication techniques used by leaders to have positive and effective conversations with employees, every time.

Examples Of Employee Feedback Given Correctly

Here are 10 examples of employee feedback that you can start using today.

  1. If An Employee Seems Disengaged

    If an employee is disengaged, you’ll want to figure out if something is bothering them, so you’ll want to:

    • Show them you’re noticing/looking out for them
    • Tell them how it makes you feel
    • Offer help

    Here’s what you can say:

    I noticed you don’t seem as happy as you usually do, and obviously that makes me feel like I’m doing something wrong.

    Is everything okay? I think if we met once a week to make sure everything’s going okay, you’d be much happier.

  2. If An Employee Didn’t Deliver A Project On Time

    While this could be disappointing, there’s not much you can do about it. No point in getting mad, just make sure that this doesn’t happen again. Everyone needs to be accountable for their work, so when giving feedback about this, you’ll want to:

    • Highlight why this is important
    • Motivate them for next time
    • Offer ideas to improve

    Here’s what you can say:

    The project wasn’t delivered on time, do you have any idea why?

    As you know, we’re trying to get everything organized for the new website, so if you’re late on a project, it slows down the rest of the team.

    We’ll just make sure that for the next project, you have more time and resources to finish as planned. The new website is going to be great! Eventually, what you could do is schedule your work in advance, maybe one day a week, to make sure that you’re not overloaded towards the end.

    I tried that on my last project and it made a huge difference.

  3. If An Employee Made A Mistake With A Client

    Mistakes happen, but you want to do everything in your power to make sure this never happens again, the clients are too important.

    When giving feedback about this, you’ll want to go into detail explaining what occurred so they’re better equipped:

    • Tell them not to worry, it can be fixed
    • Explain to them the circumstances so they understand for next time
    • Offer help

    Here’s what you can say:

    Not a big deal, but for next time, remember to update their billing information before you send them their access key.

    The way the access key number works is based on their billing info, so it’s super important. But don’t worry, we’ll just send them an apology email and do it manually right now.

    If you want to set up some time to go over how the software works, I’d be happy to show you, no problem.

  4. a manager giving feedback to an employee

  5. If An Employee Was Rude To A Coworker

    Ideally, everyone on the team works well together and collaborates smoothly, but tension between coworkers is a natural thing that occurs often. You want to put a stop to this one quickly.

    • Explain why you’re talking to them and not the coworker
    • Don’t blame, listen to their side
    • Offer advice

    Here’s what you can say:

    Stacey asked me to have a chat with you about something you said earlier, I don’t think she was comfortable saying anything so I offered to do it.

    I’m curious, can you let me know what happened? I’m assuming it was a misunderstanding, but of course I want us all to get along.

    If it was me, I’d wait until the end of the day and then apologize to her, maybe ask to go eat lunch together to talk about it.

  6. If An Employee Doesn’t Get Along With Anyone

    This situation is a bit more troubling, but again, you’ll want to focus on the behavior rather than the person.

    • Be straightforward
    • Offer ideas for a workaround

    Here’s what you can say:

    I just wanted to let you know that I’ve gotten a few complaints recently from some people on the team about the issue.

    I wanted to chat with you directly about it to see if there was anything we can do. It might be because you’re stressed, but I think when you raise your voice it sometimes rubs people the wrong way, which might be why they’re perceiving it as rude.

    I wonder if working from home one day a week might help with some of the stress that you’re feeling.

  7. If An Employee Didn’t Set Good Goals

    This is a tricky one, because you don’t want to totally demotivate them, they might be upset enough that they didn’t hit their goals. Remember to:

    • Be positive
    • Be specific about what they could have done better

    Here’s what you can say:

    Seriously, great job with your goals this quarter. It’s fine that you didn’t achieve all of them, I just thought we could go through them to see where you could have done better.

    I think your goals might be too aggressive, for next time, what I would do is set only 2 goals instead of 5. That way, you’ll be able to focus exclusively on those 2.

  8. If An Employee Doesn’t Take Initiative

    When you’re giving feedback about this one, remember to:

    • Tell them how it affects you
    • Offer help and advice

    Here’s what you can say:

    I notice that you’re not taking as much initiative as you used to be. That makes me feel like I did something wrong. Did I say or do anything recently to upset you?

  9. two coworkers giving feedback

  10. If An Employee Has Poor Time Management

    Time management is a tough thing to get right, and is a constant process of optimization, but if it’s becoming a problem, then you’ll need to give them some feedback. When you’re giving feedback about this one, remember to:

    • Tell them how it affects the team
    • Offer tips

    Here’s what you can say:

    I’ve been noticing that you weren’t able to manage your time for the last 3 tasks.

    Other people on the team weren’t able to get their work done and so it created some issues for other departments. We’ll figure out how to get it fixed for next time though.

    I used to have that problem too, but then I discovered a tool to help with that. Personally, I use a tool called RescueTime, it’s been a life-saver.

    I’d recommend trying it and seeing how you can optimize your time.

  11. If an Employee’s Performance Has Declined

    There are many reasons why an employee’s performance might have declined, it’s important not to come to conclusions and to approach the subject with care. Before reprimanding or offering negative feedback, first reach out to the employee and try to figure out the reason behind the drop. Offering your support and faith is extremely important.

    Here’s what you can say:

    I’ve noticed some changes in your work habits and results over the past week or so. I know how productive and results-driven you usually are, so I wanted to check in with you and see if there was anything you were having trouble with that I might be able to help you with.

    Or, if there’s anything you want to talk about, I’m always here to listen. I know we can solve this together and I have faith that you can get your performance back up.

  12. If an Employee Is Gossiping

    Unfortunately, gossip doesn’t stop in the school yard. It’s still prevalent, if not inevitable in almost all workplaces.

    It’s important for managers to take control when this happens because negativity and false rumours can kill company spirit and start unnecessary problems. If you are aware of an employee that is gossiping, it’s important to talk to them privately.

    Here’s what you can say:

    I was a bit surprised to find out that you have been talking about this issue with other employees. I understand where it’s coming from and I am sorry you have these feelings towards this issue, but I want you to know that you can always come and talk to me with these concerns. It would be the more effective way to deal with the situation.

    The problem is that when you talk about it with other employees it creates a negative energy in the office and it demotivates people. I want to keep all my employees happy and feeling safe, and I know you want the same – so let’s get on the same page and solve this problem together. Afterwards if you still feel that it’s a team issue, we should all chat together, but better to get it out in the open in a safe and controlled space.

Tips For More Effective Feedback

It’s amazing how much psychology and subtleties are involved in giving feedback.

While some of this might seem like overkill, it’s really not. People are more sensitive than you might think, so it’s important to be compassionate when giving your feedback.

  1. Focus On The Behavior, Not The Person

    This is probably the most important tip. The feedback shouldn’t be a personal attack, but should be helpful and meant to get them to improve a certain behavior.

    One idea that works well for this is to explain how the behavior makes you feel. By doing this, it forces you to focus on the behavior.

    For example:

    I noticed you haven’t shown up for the last two team meetings. I’m worried that you missed some important information. Can we meet to discuss what you missed?

    This is better than saying something like “You obviously don’t care about this team since you don’t show up for the meetings.”

  2. Remember The Feedback Is Simply Your Opinion

    Sometimes, what leaders will do is say something like “they feel” or “we think” or something along the lines of making it look like everyone agrees with your feedback.

    This is done to both make the message more powerful and shift the blame away from you.

    While this might seem like a smart idea in theory, you should use “I” instead. It will allow the employee to empathize with you (especially if you include how it makes you feel).

    Again, remember that feedback is simply your opinion.

  3. Don’t Do The Feedback Sandwich

    Many people will tell you that the feedback sandwich works to soften the blow of feedback and that it’s a great idea.

    Don’t do it.

    It’s really not a good idea. In a research paper called Tell Me What I Did Wrong that looked at how different people responded to feedback, they found that the feedback sandwich doesn’t work most of the time.

    From the research paper:

    The negative feedback is often buried and not very specific.

    They say that a much smarter idea is to just be straightforward. Employees will appreciate your honesty.

    The problem is that people only hear the positive part of the feedback and stop listening once you’ve gotten to the negative part.

  4. Don’t Forget The Positive

    When feedback is mostly negative, studies have shown that it discourages future effort.1

    Remember to highlight and recognize good effort to keep employees motivated. Don’t use it as part of a sandwich, but keep in mind that positive efforts need to be noticed.

  5. Follow Up

    This one might seem obvious, but remember to follow up with whoever you gave feedback to.

    The feedback is pretty pointless unless the employee improves and gets better at what they do, so make sure to follow up after a certain amount of time to see how it’s going. Offer your support to them throughout the entire process.

Free Bonus: Learn the best 7 communication techniques used by leaders to have positive and effective conversations with employees, every time.

Any Tips For Giving Employee Feedback?

Any tips to share with us? Let us know in the comments below!

  1. Hattie & Timperley, 2007, Dinham

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