Featured Insights
Written By Amrita Lobo – Human Resources Leader
“Whether you’re a manager, teammate, or mentor, giving feedback is an essential part of helping others grow. But how we deliver it makes all the difference. Done well, feedback builds trust, improves performance, and strengthens teams. Done poorly, it can do more harm than good.
From experience, I’ve seen feedback conversations fall into three types:
- Clear but Incomplete – “You need to speak up more.” Helpful, but what exactly should they change?
- Blunt and Harsh – “Your presentation was terrible.” Honest, maybe, but demotivating.
- Vague and Indirect – “You might want to look at your tone.” This leaves the person guessing – what this means and how to go about it.
So how can we do better?
Principles for Effective Feedback:
- Pick the right moment – Feedback lands better in private, when emotions are calm. Choose an appropriate time (not too late) and huddle in for that 1-on-1.
- Keep your tone respectful – Firm, not sarcastic or rude.
- Use the SBI model:
- Situation: “In yesterday’s client meeting…”
- Behavior: “…you interrupted the client several times…”
- Impact: “…which made them visibly frustrated.”
- Stick to behaviors – Avoid making it personal. Focus on actions, not character.
- Be open and empathetic – Ask, “How do you feel about this?” and truly listen.
- Agree on next steps – Firm a plan of action – “Let’s work on active listening in the next meeting.”
- Follow up – Acknowledge progress and offer continued support.
Giving feedback doesn’t mean being soft—it means being thoughtful. When delivered clearly and compassionately, feedback becomes a tool for growth rather than criticism. That’s how we create teams that trust each other and improve together.”