{"id":58566,"date":"2026-07-09T20:58:41","date_gmt":"2026-07-10T00:58:41","guid":{"rendered":"https:\/\/elevatedtalent.ca\/?p=58566"},"modified":"2026-08-05T20:07:53","modified_gmt":"2026-08-06T00:07:53","slug":"how-to-give-feedback-that-employees-actually-want-to-hear","status":"publish","type":"post","link":"https:\/\/elevatedtalent.ca\/newsite\/how-to-give-feedback-that-employees-actually-want-to-hear\/","title":{"rendered":"How to Give Feedback That Employees Actually Want to Hear"},"content":{"rendered":"

Feedback is one of the most important tools leaders have to improve performance, build trust, and support employee growth. Yet many leaders avoid giving feedback because they worry about how it will be received, while many employees dread feedback conversations because they associate them with criticism or uncomfortable conversations.<\/p>\n

The difference between feedback that motivates employees and feedback that creates frustration often comes down to one thing: how it is delivered. When feedback is thoughtful, specific, and focused on growth, employees are far more likely to listen, engage, and use it as an opportunity to improve.<\/p>\n

Make Feedback About Growth, Not Correction<\/h2>\n

One of the biggest mistakes leaders make is treating feedback as something that only happens when something goes wrong. When employees only hear feedback during difficult moments, they begin to associate it with failure or criticism.<\/p>\n

Effective feedback should be positioned as a tool for development. Employees want to know that their leader is invested in helping them succeed, not simply pointing out mistakes.<\/p>\n

Before giving feedback, consider the purpose behind the conversation. Are you trying to help the employee build a skill? Improve a process? Strengthen communication? Clarifying your intention helps create a more productive discussion.<\/p>\n

A simple shift in mindset can change the entire conversation. Instead of approaching feedback with \u201cHere is what you are doing wrong,\u201d approach it with \u201cHere is something that can help you become even more effective.\u201d<\/p>\n

Be Specific Instead of General<\/h2>\n

Vague feedback rarely leads to meaningful improvement. Statements like \u201cYou need to communicate better\u201d or \u201cYou should be more proactive\u201d may be accurate, but they do not provide enough information for an employee to understand what needs to change.<\/p>\n

Strong feedback includes specific examples and clear expectations.<\/p>\n

For example, instead of saying:<\/p>\n

\u201cYour communication needs improvement.\u201d<\/p>\n

A more effective approach would be:<\/p>\n

\u201cIn yesterday\u2019s client meeting, there were a few questions that were left unanswered because updates were not shared ahead of time. Providing a brief summary before meetings would help everyone stay aligned and make decisions faster.\u201d<\/p>\n

Specific feedback removes confusion and gives employees a clear path forward.<\/p>\n

Focus on Behaviour, Not Personality<\/h2>\n

Feedback is most effective when it focuses on actions and behaviours rather than personal characteristics.<\/p>\n

Telling someone they are \u201ccareless\u201d or \u201cnot committed\u201d can feel like a personal attack. It can create defensiveness and make the employee focus on defending themselves instead of understanding the issue.<\/p>\n

Instead, focus on what happened and the impact it had.<\/p>\n

For example:<\/p>\n

\u201cWhen reports are submitted late, it delays the team\u2019s ability to complete the next steps.\u201d<\/p>\n

This approach keeps the conversation objective and allows employees to take ownership without feeling personally criticized.<\/p>\n

Create a Two-Way Conversation<\/h2>\n

The best feedback conversations are not one-sided lectures. Employees want to feel heard and involved in the process.<\/p>\n

After sharing your observations, invite the employee into the conversation. Ask questions like:<\/p>\n