The first time I gave feedback to my staff, I made every mistake in the book.

I then dread giving feedback…

Until I learned these simple do’s and don’ts that transformed those tough conversations into growth moments.

Learning the right approach changed how I lead forever.

Here’s how you can too…

Today’s Ladder:

What Makes Feedback Effective?

1. Be Specific
Good feedback is detailed and clear.

Avoid vague comments like, “Good job” or “You need to do better.” 

Instead, focus on action and outcome.

For example: “Your attention to detail on last week’s project prevented major errors in the final report. Great work!”

2. Deliver It on Time
Feedback works best when it’s timely.

Don’t wait weeks to address something—it loses impact. Whether it’s praise or a correction, give feedback while the event is fresh.

For instance: “The client loved your new approach in yesterday’s meeting. Let’s use it in others this week!”

3. Add Context
Context helps employees see the bigger picture.

Acknowledge circumstances before addressing issues.

Example: “I noticed errors in your report. This is unusual for you, and I wanted to flag it so we can prevent it next time.”

4. Make It Actionable
Feedback should guide the next step.

Give suggestions or tools to help.

Try: “I see you’re struggling with prioritization. Let’s try the Eisenhower Matrix—I can walk you through it.”

What to Avoid When Giving Feedback

1. Over exaggerating
Dramatic statements like, “You’re jeopardizing the company” erode trust.

Stick to facts, not hyperbole.

2. Being Vague
If your feedback leaves them asking, “What now?” it’s ineffective.

Avoid comments like, “There were issues.”

Provide direction on what to do next.

3. Relying on Hearsay
Never base feedback on second-hand information.

Address only what you’ve observed directly.

4. Making It Personal
Focus on actions, not character.

Avoid hurtful comments like, “You always mess up.”

Comments that are personal are not constructive toward your goal and causes a defensive stance from your employee.

Takeaway:

Why Effective Feedback Matters

I’ll never forget the first time I had to give performance feedback as a manager.

I’d prepared for days, carefully crafting what I thought was a fair and honest assessment. But when the conversation ended, the employee looked more confused than empowered.

Later, I found out my feedback had left them demotivated…

Not because it was critical, but because it lacked clarity and direction. 

I’d spent so much time pointing out what wasn’t working that I forgot to highlight what was—or how they could improve.

That was a tough pill to swallow, but it taught me an invaluable lesson: 

From that day on, I committed to balancing my approach—acknowledging strengths, addressing gaps with actionable advice, and keeping the conversation collaborative.

Next time you are to give your employee or team your feedback, use the do’s and don’ts I outlined above.

You then will empower your team while driving real improvement.

ICYMI: Links to recent issues

💥 Think You Know Your Leadership Style? Your personality might say otherwise.

😎 What Happy Professionals Know That You Don’t (Yet)

✋ 5 Outdated Career Advice That Could Be Holding You Back

I appreciate your feedback! It will help shape the future issues of CAREER LADDER!

If you’re curious why I want you to succeed twice as fast, here’s why.

To your success,

Dr. Lex ✍️

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