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One of the most critical aspects of a supervisor’s job is providing feedback to their employees. Whether it’s negative or positive feedback, you can help them identify areas of improvement that they can work on to achieve their professional goals. This guide will teach you the ins and outs of giving constructive feedback to avoid getting into a negative mindset when interacting with your coworkers.


Constructive feedback is a type of communication that aims to create a positive work environment by giving specific suggestions to improve the habits of the employees. It’s important to remember that the recipient should know that you’re on their side.


Here are suggestions of actions you can take to help improve the performance of your employees and create a positive work environment.


Center the Issue

One of the most critical factors that you should consider when it comes to giving constructive criticism is the issue that the person is dealing with. Instead of focusing on the person’s character, focus on the situation that the individual is experiencing.


Communicate Sincerely

When giving constructive criticism, be sure to consider the issue that the person is dealing with. In addition to being sincere, you should also pay attention to the tone of your voice and body language.


Don’t Use the Sandwich Method

A common method that people use to give negative feedback is by sandwiching it between two positive statements. This strategy is not only ineffective, but it can also lead to the recipient focusing solely on their own achievements.


Focus on Specifics

Providing specific feedback with examples will allow people to understand more easily how they need to improve and what steps they can take to arrive at their desired result.



Let them Respond

Having a positive feedback relationship can help the recipient feel more comfortable and motivated to work on their own improvement.


Provide Potential Solutions

After the individual has responded, you can recommend a solution that they can use to resolve the issue. Having a list of suggested steps can help the recipient feel motivated to work on their own improvement.



After the feedback session, you can end it by giving the recipient a brief summary of the discussion to make sure that they’re receiving the message correctly. You can also encourage them to follow up on the suggestions you made.