Addressing Team Feedback Concerns

Performance conversations are more than evaluations—they're opportunities to inspire reflection, growth, and clarity. I've been reflecting on how we can approach these moments with greater purpose.   Too often, we dive into discussions focused solely on outcomes or metrics. But what if we paused to look deeper? What if we encouraged employees—and ourselves—to approach these moments from different vantage points: stepping back to observe like a fly on the wall, zooming out to the balcony for perspective, and then engaging with purpose on the dance floor?   This layered approach challenges us to ask meaningful questions: "What patterns am I noticing? How do my efforts align with broader goals? What could I do better?" It’s a mindset shift that transforms performance conversations into opportunities for growth, even when outcomes aren’t ideal. Here are a few practical ways to bring this perspective to life: 1. Start with Observation (Fly on the Wall): Before diving into feedback, encourage employees to reflect on their contributions objectively. Ask questions like " What moments felt like your strongest? What would you approach differently? help set a tone of self-awareness." 2. Zoom Out to the Bigger Picture (Balcony): Help employees see how their work connects to broader team and organizational goals. This shift in perspective ensures the conversation isn’t just about isolated outcomes but about long-term impact and alignment. 3. Engage with Purpose (Dance Floor): End every conversation with actionable steps and encouragement. Even when feedback is tough, leave employees with clarity and optimism. A simple affirmation like "I believe in your ability to grow from this", can turn a challenging moment into a catalyst for improvement. Performance conversations are a dance between reflection and action, but they’re also about perspective—knowing when to step back, when to zoom out, and when to engage fully. When we guide our teams to critique their own contributions—not to judge, but to grow—we unlock their potential and leave them inspired to improve. Would love to hear your perspective.

How you receive feedback Determines how successful you become (in career and life). 4 proven tips to help you gracefully accept the gift of feedback: 1/ Listen actively Why: By approaching feedback with curiosity, you show a willingness to listen to understand (vs. to respond) the other person's perspective. How: Maintain eye contact, nod to acknowledge understanding, and wait until the person has finished speaking before responding. Remember, listening doesn't mean you agree with everything. "Thank you for sharing your thoughts on my presentation. I'm curious to learn more. Can you elaborate on the areas you think need improvement and what advice you have on how I can approach these differently?" 2/ Seek diverse perspectives Why: Asking for feedback from different people gives you a clearer picture of what you’re doing well and where you can improve. Plus, it helps you spot patterns in how others see your work. How: After receiving feedback on risk management from one person, reach out to others for additional perspective. "I'm looking to improve the quality of my risk management and reporting within my program. Do you have any advice for me in this area? Your input will help me de-risk execution and provide more accurate representation to stakeholders." 3/ Take time to process and reflect Why: Feedback can sting at first contact. Taking time to process it helps you manage your emotional response and consider it objectively. You can then identify key takeaways and develop a plan for implementing changes. How: "I appreciate your feedback on my communication style. I want to take some time to reflect on your suggestions and consider how to incorporate them into my interactions with the team. Can we schedule a follow-up meeting to discuss my action plan next week?" 4/ Express gratitude and close the loop Why: Expressing gratitude shows that you value the person's time and effort in providing feedback. Following up proves you’re serious about improving. How: "Thank you for sharing your feedback on my project estimations. Your input on factoring dependency review timelines has given me valuable perspective. Attached is the revised proposal based on your suggestions. I welcome any additional feedback you may have." PS: Feedback is not all-or-nothing. Even if you don't agree with everything, there's usually something valuable to take away. PPS: How gracefully you handle feedback directly correlates with whether others will give it to you (again). Image Credit: Roberto Ferraro

The hardest steps at work... Not to the printer room. Not up the stairs to the office. It's the steps to someone's desk when you need to have that difficult conversation. Want to make those steps easier? Here's what I've learned: 1. Timing is everything ❌ Don't give feedback: - Right before important meetings - When someone is hungry - When emotions are high - In public spaces ✅ Choose moments when: - There's time to talk - Basic needs are met - You're both calm - Privacy is assured 2. The delivery matters Start with: "I'd like to share something, is this a good time?" Then use the magic formula: "When [situation], I noticed [observation], and it made me feel [impact]. Because for me it is very important to [need], Do you think next time we could try this instead... [collaborative request]" 3. Remember ⤵️ - You can't control their reaction - You can only control your delivery (tone of voice and body language matter) - Your feedback might be the awareness they need - Change is their choice, not your responsibility 4. Set the right mindset: - Acknowledge your own imperfection - Be open to their perspective - Listen more than you speak - Focus on growth, not blame 🛑 Most people don't resist feedback. They resist feeling judged. Your role is not to fix them. It's to create a safe space where truth can be spoken and understanding can flourish. 🚧 Because at the end of the day: We're all works in progress, learning and growing together. P.S.: What's your best tip for handling difficult conversations? #Leadership #Communication #PersonalGrowth #WorkplaceCulture #FeedbackCulture

Feedback is a gift, even if it stings. Especially when it comes from your boss. And with end-of-year reviews around the corner, timing is everything. What most do when receiving feedback: ↳ Get defensive and shut down ↳ Take it personally, not professionally ↳ Miss the growth opportunity within 7 ways to transform feedback into career gold: 1. Master the first response ↳ Stay calm and collected ↳ Show openness to learn 2. Decode the message ↳ Look beyond the delivery style ↳ Focus on actionable insights 3. Ask smart questions ↳ Seek specific examples ↳ Request clear success metrics 4. Document everything ↳ Write down key points raised ↳ Note suggested improvements 5. Create a visible action plan ↳ Show your boss you're serious ↳ Set clear milestones for change 6. Schedule progress updates ↳ Don't wait for next year's review ↳ Take initiative to show growth 7. Turn criticism into coaching ↳ Ask for resources to improve ↳ Treat your boss as a mentor The best employees don't just hear feedback. They make their boss notice the change. What's your best tip for handling feedback? Let me know in the comments. ♻️ Repost to spread career wisdom 👉 Follow Lauren Murrell for more like this

𝗛𝗼𝘄 𝗜 𝗴𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗰𝗿𝘂𝘀𝗵𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝘁𝗼 𝗺𝘆 𝗧𝗲𝗮𝗺? There was a phase where I thought “good feedback” means being direct. So I was direct. And slowly, I started noticing something painful. People were doing the work. But they were shrinking.  • They stopped sharing drafts early.  • Stopped asking questions.  • Stopped taking bold ownership. Not because they were weak. Because feedback started feeling like a verdict, not guidance. That’s when I learned something as a founder and as a leader: 𝗠𝗼𝘀𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝗳𝗲𝗮𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸. 𝗧𝗵𝗲𝘆 𝗳𝗲𝗮𝗿 𝘀𝗵𝗮𝗺𝗲. So I changed how I speak. Here’s the structure I use now: 1. Name the intention first “I’m saying this because I want you to grow here.” 2. Talk about the behavior, not the personality Not “you’re careless”, But “these details were missed.” 3. Make the impact clear “This affects trust, timelines, and how the team relies on you.” 4. Ask for context before judgment “What made this hard?” Honestly, Sometimes it’s overload. Sometimes it’s unclear expectations. 5. Set the next standard in a simple, repeatable way “Next time, use this 2 minute checklist. And share the draft earlier.” 6. End with belief “I’m telling you this because I trust you can handle it.” 𝗜𝗳 𝘁𝗵𝗲 𝗽𝗲𝗿𝘀𝗼𝗻 𝗹𝗲𝗮𝘃𝗲𝘀 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝘀𝗺𝗮𝗹𝗹𝗲𝗿, 𝗜 𝗹𝗲𝗱 𝗶𝘁 𝘄𝗿𝗼𝗻𝗴. Feedback is not a punishment. It’s a leadership tool to build people who stay confident while getting better. #Leadership #TeamCulture #Management #Founders #PeopleFirst

"You completely missed the mark." Getting constructive feedback can feel like a career crisis. Often followed by the knee-jerk reaction to defend yourself. So, as I prepared to deliver feedback to a great staff member, I was bracing myself. Instead, I got a master class in how to receive constructive criticism. As I shared my thoughts with her, she was nodding, and taking notes. And then she said, "Thank you." Compared to the normal defensive body language and "yes, buts" I was used to, she was a model of grace under pressure. Here are 7 strategies that set her apart: 1️⃣ The Shhh... Rule ❌ Immediate emotional reactions ✅ Say "thank you," and sit on it for now 💡Why? ↳ It gives your emotions time to cool down ↳ Once calm, you can objectively process the info 2️⃣ Take Careful Notes ❌ Relying on memory ✅ Write down what you heard word for word 💡Why? ↳ Shows you're taking it seriously ↳ Helps you spot patterns over time 3️⃣ Ask the Right Question ❌ "Why are you criticizing me?" ✅ "What would you like to see instead?" 💡Why? ↳ Clarifies feedback and creates action items ↳ Shows you're solution-focused 4️⃣The Mirror Technique ❌ Guessing their meaning ✅ Reflect back: "What I'm hearing is..." 💡Why? ↳ Catches misunderstandings early ↳ Shows you're actively listening 5️⃣ The Thoughtful Follow-Up ❌ Avoidance ✅ Schedule a check-in 2-3 weeks later 💡Why? ↳ Demonstrates accountability ↳ Builds trust and strengthens the relationship 6️⃣ The Documentation Log ❌ Treat each feedback session as isolated ✅ Keep a feedback journal 💡Why? ↳ Spot recurring themes ↳ Some bosses say they gave feedback and didn't 7️⃣ The Reframe ❌ Taking feedback as personal attacks ✅ Ask yourself: "If my best friend got this feedback..." 💡Why? ↳ Creates emotional distance ↳ Leads to better solutions Most managers want to give feedback because they want you to do better. They're investing their time in your growth. Do you have a tip for handling tough feedback? Share it in the comments👇 🎉You've got this and I've got you!🎉 ♻️ Share to help people with their professional growth 🔔 Follow Sarah Baker Andrus for more career strategies 📌Want job search support? DM me to chat!

Corporate Soul Stories Chapter 16: The Art of Giving Creative & Constructive #Feedback – Growing Without Tearing Down Claire was a rising leader—sharp, driven, and always pushing her team to be better. But if she was honest, there was one part of leadership she dreaded: Giving feedback. She had seen it go wrong too many times. 🚨 The Sugarcoated Trap: Feedback so vague and polite that it did nothing to help. 🚨 The Bulldozer Approach: Brutal, demoralizing, and crushing instead of coaching. 🚨 The Avoidance Game: No feedback at all—just silent resentment until it was too late. But the best leaders? They knew the secret: Feedback isn’t about criticism. It’s about growth. The Garden Analogy: How Great Feedback Works One day, Claire’s mentor, a veteran executive named Mark, gave her a new way to look at feedback. "Think of your team like a garden," he said. "Some plants need sunlight—encouragement, praise, recognition." "Some need pruning—corrections, adjustments, realignment." "Some need deeper roots—mentorship, challenges, new skills." "Your job? To help them grow—not to rip them out of the soil." That was Claire’s turning point. The 3 Rules of Game-Changing Feedback ✅ 1. Focus on Growth, Not Judgment Instead of “This was wrong,” she started saying “Here’s how we can make this even better.” It wasn’t about pointing fingers. It was about pointing forward. ✅ 2. Make It Specific and Actionable Instead of “You need to improve your presentations,” she said “Let’s work on making your key points clearer in the first two minutes.” No one can fix vague feedback. Clarity creates progress. ✅ 3. Balance Praise with Challenge She learned to celebrate strengths while addressing areas to improve. People need to hear what they’re doing right so they have the confidence to tackle what’s wrong. The Transformation: When Feedback Becomes a Superpower Claire’s team changed. 🚀 People stopped fearing feedback and started asking for it. 🚀 Mistakes became less about failure and more about learning. 🚀 Productivity soared—because when people know how to improve, they actually do. And here’s the kicker—Claire grew too. Because the best leaders don’t just give feedback. They invite it. They ask, “What can I do better as your leader?”—and they listen. Final Thought: Feedback Isn’t a Weapon. It’s a Gift. The difference between a boss and a leader? A boss tells you what you did wrong. A leader shows you how to do it right. Ask Yourself Today: "Am I helping people grow—or just pointing out what’s broken?" "Do I avoid feedback because it’s hard, or embrace it because it’s necessary?" Because the best teams thrive on feedback. Not fear. To be continued… 🚀 DC*

How to Handle Feedback? Feedback—whether constructive or critical—is a gift that helps us grow. But let’s admit it, receiving feedback can sometimes feel overwhelming or even discouraging. How we respond in these moments defines our growth mindset and professional maturity. Here’s my approach: 1️⃣ Pause and Reflect: Instead of reacting impulsively, I take a moment to process the feedback. This helps me separate emotions from facts. 2️⃣ Seek Clarity: If the feedback isn’t clear, I ask specific questions to understand the perspective better. Clarity ensures I address the root issue. 3️⃣ Embrace It as an Opportunity: Even harsh feedback often carries a lesson. I focus on what can be learned rather than dwelling on the negative delivery (if any). 4️⃣ Acknowledge and Plan: Once I’ve understood the feedback, I acknowledge its validity and share a plan for improvement. This demonstrates accountability and a proactive approach. 5️⃣ Follow Up: After implementing changes, I reconnect with the feedback provider to ensure the issue is resolved and build trust. Feedback isn’t the end; it’s a step towards excellence. By accepting it with humility and focusing on solutions, we not only enhance our skills but also strengthen relationships with colleagues and stakeholders. 💡 How do you handle feedback? Comment #FeedbackMatters #GrowthMindset #ProfessionalDevelopment #Leadership #storiesatworkplace

Last week I led a session on #PerformanceManagement for senior leaders. One of them reached out with the following important question about #PsychologicalSafety in the context of managing underperformance: "Psychological safety is an extremely difficult concept to pin down, especially in a setting where we have to strike a balance between supporting human beings under pressure, while at the same time being accountable for results. I would like to have more guidance on is how one manages the psychological safety element in a situation of underperformance - which often requires (at least partially) withdrawing that safety, to the discomfort of the staff member." Here is my advice to those of you wondering the same thing: In the context of managing underperformance, having psychological safety means feeling that you won't be punished or humiliated for making mistakes or for underperforming. That being said, having a conversation with a supervisor about your performance when you’re not meeting expectations is inherently stressful. It is psychologically difficult for people to focus on where they are coming up short; this undermines their sense of self as a competent person, particularly when they feel that they have been working diligently or when they have been negatively affected by situations beyond their control. While it may not be possible to make a staff member completely comfortable during feedback conversations about underperformance — and indeed, a total lack of discomfort with the status quo may not be optimal for motivating improvement — these conversations are much more likely to achieve their aim of helping the staff member perform at a higher level when the supervisor does the following:   ⋙ Provide Actionable Feedback ⋘ 👉 Give specific, timely, and constructive feedback on performance gaps, not just vague criticisms. 👉 Clearly outline expectations, metrics, and deadlines for improvement. Maintain an empathetic, development-focused tone even as you increase accountability. ⋙ Focus on Development, Not Just Evaluation ⋘ 👉 When addressing underperformance, emphasize how you can support the employee's growth and improvement. Make it clear the goal is to help the employee succeed. 👉 Collaboratively identify obstacles (e.g., by asking questions like, “What is most difficult about this for you?” and “What’s getting in the way?”) and craft a plan to overcome them through coaching, training, or other resources. 👉 Engage the staff member in articulating what help they feel they need and what path forward feels most motivating and productive. This helps to build employee ownership over their plan for improvement rather than thrusting it upon them.

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐭𝐡𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐰𝐡𝐨 𝐠𝐢𝐯𝐞𝐬 𝐠𝐨𝐨𝐝 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐠𝐞𝐧𝐞𝐫𝐨𝐮𝐬𝐥𝐲 𝐛𝐮𝐭 𝐛𝐞𝐚𝐭𝐬 𝐚𝐫𝐨𝐮𝐧𝐝 𝐭𝐡𝐞 𝐛𝐮𝐬𝐡 𝐰𝐡𝐢𝐥𝐞 𝐠𝐢𝐯𝐢𝐧𝐠 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭𝐚𝐥 𝐢𝐧𝐩𝐮𝐭? You're not alone. As a coach working closely with managers, I see this struggle play out every day. Despite their best intentions, many managers face the same internal battles when it's time to deliver constructive feedback. Here are some common blocks that may seem familiar to you - 🔹 The fear of what people might think. 🔹 The worry that they might be labeled as unappreciative. 🔹 The concern about potentially hurting or offending others. 🔹 The desire to be liked and seen as supportive at all costs. These are valid concerns. You may feel that giving developmental feedback could damage relationships or make you look overly critical. However, avoiding these crucial conversations does a disservice to you and your team. When feedback is absent or lopsided, employees can feel lost or frustrated, unsure of how to improve and grow. Your team may feel happy about receiving only good feedback in the short term. They may even like you at that moment, but they will not respect you as a steady and honest leader invested in their careers. Feedback is your most empowering gift to your team. Handled appropriately, it is a tool to support their growth. 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 - Think of feedback not as a criticism but as a tool to make a lasting positive change in your team members. Feedback is the catalyst to trigger effective/desired behavior in the future. Here is how you can start making the shift – 🎯 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐭𝐡𝐞 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫, 𝐧𝐨𝐭 𝐭𝐡𝐞 𝐩𝐞𝐫𝐬𝐨𝐧 🎯𝐀𝐧𝐜𝐡𝐨𝐫 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐩𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐢𝐧𝐭𝐞𝐧𝐭 🎯𝐒𝐡𝐚𝐫𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐨𝐟𝐭𝐞𝐧 🎯𝐁𝐞 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐚𝐧𝐝 𝐜𝐨𝐧𝐜𝐫𝐞𝐭𝐞 🎯𝐎𝐟𝐟𝐞𝐫 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐭𝐨 𝐞𝐦𝐛𝐚𝐫𝐤 𝐨𝐧 𝐭𝐡𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 You can shift from being a manager who hesitates to give constructive feedback to one who does it with confidence and empathy. Every feedback conversation with your team is an investment in your team's success. As a manager, this is how you show that you care enough to be honest, even when it is hard. By embracing these conversations, you build trust, accountability, and growth in your team.