Most feedback fails not because it is incorrect, but because it is poorly framed.
The biggest mistake is attacking identity instead of addressing behaviour.
Behaviour is changeable. Identity is not.
Instead of saying:
“You’re careless with your work,”
Say:
“I noticed a few errors in the report that affected clarity. It might help to double-check key sections before submission.”
This makes feedback actionable rather than personal.
Good feedback has three elements:
- Specific behaviour
- Clear impact
- Constructive direction
Without these, feedback becomes criticism rather than guidance.
Research shows that specific, behaviour-focused feedback significantly improves performance and reduces defensiveness.
A helpful reference on effective feedback methods:
https://www.ccl.org/articles/leading-effectively-articles/review-time-how-to-give-different-types-of-feedback/
Good feedback improves behaviour. Bad feedback damages trust.
