
Effective Feedback That Motivates
Feedback is one of the most powerful tools a leader has, yet it’s also one of the most underutilised or misunderstood. Too often, feedback is either avoided out of fear of conflict or delivered in a way that feels critical rather than constructive. But when done right, feedback can be the cornerstone of motivation, trust, and growth within your team.
Why Feedback Matters
Think of feedback as a mirror. It shows your team members how their actions and behaviors are perceived, offering a chance to refine and grow. Without feedback, people are left guessing, which can lead to frustration, disengagement, or misunderstandings.
When feedback is constructive and well-delivered, it:
Strengthens trust by showing your team you care about their growth.
Encourages continuous improvement and innovation.
Enhances communication, fostering an open and collaborative culture.
Increases the chances of people remaining their authentic selves in the workplace, thereby contributing to staff wellbeing and apositive workplace ethos.
How to Give Effective Feedback
Giving feedback doesn’t have to be daunting. Here are three strategies to make your feedback meaningful and motivating:
Be Specific and Timely. Avoid vague statements like, “You’re doing great,” or “That wasn’t good.” Instead, focus on specific actions and their impact. For example: “I really appreciated how you handled that parent meeting yesterday—your calm demeanor and clear communication helped de-escalate a tricky situation.”
Make It a Dialogue. Feedback shouldn’t be a one-way street. Invite your team member’s perspective by asking questions like, “How do you feel about that?” or “What support do you need to tackle this challenge?” This shows respect for their autonomy and builds mutual trust. In my world, anonymous 360 surveys are a must have, not a 'nice to have'.
A Lesson from My Leadership Journey.
Early in my leadership career, I learned the importance of feedback the hard way. I’d avoided giving constructive feedback to a team member because I didn’t want to upset them, and I didnt feel that as a new head wanted to demonstrate I had done enough' due diligence' before reaching my conclusion. The problem was i carried on gathering evidence long after i knew what the issue was. When the issue finally came to a head, they were more frustrated that I hadn’t addressed it sooner.... it was THAT which made the conversation difficult. That experience taught me that holding back feedback does no one any favors. Constructive, timely feedback is an act of care, not criticism.
What’s Next?
Giving effective feedback takes practice, but the rewards are worth it. This week, I’ve created a Feedback Conversation Starter Kit for my subscribers to help you structure impactful and empowering feedback conversations.
Next week, in Week 3 of the Developing Staff Relationships series, we’ll focus on encouraging collaboration and building a strong team dynamic and share more insights and tools to bring your team closer together!
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