Providing Constructive Feedback for the Best Results

Employee performance reviews can be a time of stress not only for the employees but also for their managers. It takes quite a bit of forethought and skill to compile feedback notes in a thoughtful way and present it to your team members in a way that will drive their performance in a positive direction rather than a negative. This applies to positive and negative feedback. Providing constructive feedback is an integral part of maintaining or uplifting the performance of your employees.

How to Provide Constructive Feedback

There are a few best practices of providing constructive feedback that all boil down to one central idea—you are in this together. It is easy to get caught up in the negative and what you think they need to do to improve. However, the way that you approach these hard conversations and the way you lead thereafter directly affect just how effective the conversation is.

Here are a few things to keep in mind:

1. Communicate Clearly

In a one-on-one meeting, you should not only be telling them that there is an issue, whether it be a gap in skill set or correcting a behavior, but also explaining why. If a situation was handled incorrectly explain to them what should have been done in that instance.

2. Listen

Even though you are providing constructive feedback, remember that this is still a conversation. It is important that your employees feel heard and it would reflect poorly on your management skills to not take into account the thoughts and feelings of those you are supposed to be leading.

3. Find a Solution Together

There is no “I” in team, so it would be unfair to expect your employees to make all the changes from your feedback overnight. Work together to come up with a system of accountability to make those changes permanent in the long term.


Providing constructive feedback is meant to cause change for the better. Which is why it is so important that the delivery of it is taken seriously. You are given the unique opportunity to really help someone grow or to unnecessarily tear them down, which could further jeopardize their performance. Staff Force understands the importance of driving performance when matching candidates for jobs, and that great managers will always inspire better performance.