Most employees want more feedback at work, but offering feedback isn’t always easy. You want to avoid sounding overly critical, but you also want to give guidance that helps your team members grow and succeed. Whether you’re helping a direct report sharpen their skills or offering a colleague a fresh perspective, your feedback can be truly helpful — when you give it correctly.

According to writer Madeline Miles, giving great feedback starts by understanding the difference between constructive feedback and constructive criticism. While it may be well-intentioned, criticism focuses on what went wrong while feedback is solution-oriented and focused on helping someone improve and succeed. How can you give truly meaningful feedback? We share some ideas from Miles in this issue of PromoPro Daily.

  1. Be direct (without being brutally honest). Asking for and receiving feedback isn’t easy, Miles says, but dancing around the topic isn’t helpful for you or the person you’re giving feedback to.

  2. Use a supportive tone. When you speak with a calm, respectful tone, you help your message land. This is especially important if you’re giving what could be perceived as negative feedback. Remember, she says, the goal is improvement, not criticism.

  3. Be specific. It’s not helpful if you say something vague like, “you need to communicate better.” Instead, Miles recommends identifying a clear behavior, moment or outcome you’d like to see improve.

  4. Time it thoughtfully. Don’t wait days or weeks to share feedback. As soon as the moment occurs, share your feedback. This way, it’s relevant and easier to connect to outcomes, Miles says.

  5. Choose the right format. Miles points out that some constructive feedback doesn’t belong in an email or a Slack message. Before you deliver feedback, pause and consider the best communication channel.

  6. Leave space for conversation. Let the other person ask questions and give them time to process what you’ve shared. Constructive feedback can be hard to hear sometimes.

  7. Follow up and check in. After you’ve shared your feedback, Miles advises waiting a couple of weeks and then asking your team members how they’re coming along with implementing your feedback.

  8. Be open to feedback in return. According to Miles, constructive feedback is most effective in a culture where everyone gives and receives it. Be just as open to receiving feedback yourself.

Giving feedback isn’t just about pointing out what needs to change. Rather, it’s about showing you care about someone else’s success. When you focus on clarity, timing and tone, you build trust instead of tension.

Compiled by Audrey Sellers
Source: Madeline Miles is a writer, communicator and storyteller who contributes to the BetterUp blog.