presentation negative feedback examples

• Employee Feedback , Performance Management

45 Negative Feedback Examples that are not offensive

• October 31, 2023

Transform negative feedback into a catalyst for improvement!

Providing employees with constructive feedback is an essential aspect of fostering personal and professional growth opportunities within an organization. Contrary to common misconceptions, negative feedback doesn’t have to be offensive or demoralizing. In fact, when delivered effectively, it can motivate employees to excel and contribute to the success of the company.

In this blog post, we will explore 45 insightful negative feedback examples you can use next time, that are both constructive and non-offensive. By the end of this article, you will be equipped with the knowledge and tools necessary to navigate the delicate art of giving negative feedback that promotes growth, and fosters understanding. 

What is Negative Feedback?

Negative feedback is a type of feedback that involves sharing information about an employee’s performance , behavior, or actions, with the aim of identifying areas for improvement or change. This type of performance feedback can be critical for personal and professional development as it offers insights into what can be enhanced or altered to achieve better results. 

Keep in mind, constructive feedbac k gains validity when supported by data. Setting goals is a key way to ensure you have the necessary data. With Peoplebox’s performance management platform, managers can seamlessly provide goal-based feedback, ensuring negative feedback is data-driven rather than arbitrary.

As Chappelow and McCauley write in the Harvard Business Review , “an insightful critique provides a chance to grow and excel.”

However, the effectiveness of critical feedback lies not just in its delivery but in the manner in which it is provided. That’s where constructive feedback comes into play.

Let’s take an example to understand this better.

Imagine a scenario in which a project manager is tasked with giving feedback to a team member who has consistently missed deadlines. The manager has two approaches:

Constructive Feedback:

In this approach, the project manager chooses to provide negative feedback in a constructive manner. They schedule a one-on-one meeting with the team member, acknowledging the employee’s effort and dedication. The manager then discusses the missed deadlines, outlining the impact it has on the team and the project’s overall success in a constructive way. They collaborate with the team member to identify potential barriers and solutions, ultimately leading to positive changes. The focus of constructive negative feedback is on improvement, growth, and support.

Destructive Feedback:

In contrast, the destructive approach of giving negative feedback involves the manager confronting the team member publicly, criticizing their consistent failures, and implying incompetence. This approach does not offer any solutions or opportunities for improvement, instead undermining the individual’s self-esteem and causing frustration.

The contrast between these two approaches illustrates the difference between constructive and destructive feedback. Constructive feedback aims to build, empower, and develop, while  destructive feedback diminishes, demotivates, and hinders progress.

Ashira Prossack , a prominent business communication coach, simplifies the feedback process into four key steps. When engaging with underperforming employees, these steps can facilitate effective discussions. Begin by offering the critique. Then, clarify the implications it holds. Next, outline ways for improvement. Finally, confirm the employee’s understanding and encourage them to share their feedback. 

This structured feedback approach ensures the employee grasps what’s required and allows them to seek further clarification or assistance. 

What are the Four Types of Negative Feedback?

Negative employee feedback can take various forms in various situations, each with its unique approach and purpose. To help you navigate this terrain, we’ve defined four types of negative feedback, each playing a pivotal role in fostering employee development and driving organizational success.

Evaluative Feedback

Evaluative feedback involves assessing an employee’s performance based on set criteria or standards. It provides a clear perspective on an employee’s strengths and weaknesses and helps them understand how their performance measures up to expectations.

Here are a few examples of evaluative feedback that are not offensive:

• “Your attention to detail in your reports is outstanding, but we need to work on meeting deadlines consistently.”
• “Your communication skills in meetings have improved significantly, and now let’s focus on enhancing your team collaboration.”

Directive Feedback

Directive feedback is task-oriented and aims to guide employees in a specific direction or action. It often includes suggestions for improvement and actionable steps.

Here are some directive feedback examples:

• “To enhance your project management skills, consider using a project management software tool to track tasks more efficiently.”
• “Let’s implement a more structured approach to your daily tasks to ensure you stay on track and meet deadlines.”

Coaching Feedback

Coaching feedback focuses on employee development and growth. It encourages employees to reflect on their work performance and take ownership of their improvement.

Here are a few coaching feedback examples:

• “You’ve shown significant potential as a leader. Let’s work together on developing your leadership skills through mentoring and training.”
• “I believe you have untapped potential. I encourage you to set specific career goals, and I’m here to support you in achieving them.”

Expert Feedback

Expert feedback involves providing insights and guidance from someone with specialized knowledge or experience in a particular area. It can be particularly valuable in fields where expertise is essential.

Examples of expert feedback include:

• “As an expert in digital marketing, I recommend experimenting with A/B testing to optimize our online ad campaigns.”
• “In my experience, using agile methodologies can greatly improve project efficiency. Let’s discuss how we can implement this approach.”

Now that we’ve covered the different types of negative performance feedback examples, it’s vital to explore a significant psychological phenomenon that profoundly influences our perceptions and interactions—negativity bias. Why? Read to find out.

Must Read: Self-Evaluation Examples: Empower Your Workforce for Success

What Is Negativity Bias, And Why Should You Care? 

Negativity bias refers to the human tendency to give more weight to negative information and experiences than to positive ones. In other words, we are more likely to notice, remember, and be influenced by negative events, feedback, or criticism, even when they are outnumbered by positive experiences.

The Impact of Negativity Bias on Performance Management

When it comes to performance management, understanding negativity bias is paramount. Employees often react more strongly to criticism or negative feedback than they do to praise or positive feedback. This can lead to several challenges:

• Reduced Morale : Employees may become demotivated or disheartened when they focus on negative feedback, leading to a decline in their morale and productivity.
• Resistance to Change : Negativity bias can make employees resistant to change initiatives, as they may perceive them as negative developments.
• Conflict Aversion : Managers may avoid giving negative feedback altogether, fearing negative reactions, which can hinder professional growth and development.
• Retention Issues : Employees who feel overwhelmed by negativity bias may become disengaged and consider leaving the organization.

In a nutshell, negativity bias influences not only employee well-being but also organizational success. Recognizing and addressing this bias is an investment in the growth and development of the employees, which, in turn, leads to higher team performance and cultivates a more positive work environment.

If giving feedback feels daunting, here’s a secret: Peoplebox streamlines the process in just three steps:

Click on “Write Review”

Select relevant review options by referring to the employee’s review on the right.

Click on Submit

No more spending hours trying to write inefficient reviews!

Now that we’ve covered the basics of negative feedback, let us look at some examples of negative feedback your team can use to ensure a positive outcome.

45 Constructive Negative Feedback Examples 

Giving negative feedback to employees is a delicate art that requires both sensitivity and professionalism. Let us now look at examples of negative feedback across various scenarios.

Effective Negative Feedback Examples on Task Performance

Missed Deadlines

• “I’ve noticed that you’ve been missing deadlines. It affects our overall productivity, and I believe that you can do better. To improve, let’s work on setting more realistic schedules and sticking to them.”

Lack of Attention to Detail

• “There are times when your work lacks attention to detail. To get better, I’d appreciate it if you could review your tasks more thoroughly for errors before you submit them.”

Inconsistent Work Quality

• “Your work quality seems to vary. I believe in your potential, and I’d like to see you aim for consistency by maintaining high standards in all tasks.”

Lack of Initiative

• “I’ve noticed that you tend to wait for instructions rather than taking the initiative. To grow in your role, let’s work on initiating tasks on your own and identifying areas that need attention.”

Inefficient Time Management

• “It appears that your time management needs some improvement. I believe you can do better by trying a time tracking system to meet deadlines more consistently.”

Negative Feedback Examples on Communication Skills

Poor Listening

• “I’ve received feedback that you might not always be fully engaged during meetings. Improving your active listening skills would benefit your communication.”

Ineffective Written Communication

• “Sometimes, your written communication could be clearer. I’d appreciate it if you could focus on making your emails concise and well-structured.”

Interrupting Others

• “There are times when it feels like you’re eager to jump in during discussions. Let’s give others a chance to finish their thoughts before responding.”

Overly Complex Language

• “Your use of jargon can be overwhelming. I think that we’d communicate more effectively if you aim for a clear and straightforward language that everyone can understand.”

Lack of Confidence

• “You’re doing great, but I’ve noticed that you sometimes appear unsure in your presentations. Building your confidence through practice and thorough preparation would make a significant difference.”

Negative Feedback Examples on Interpersonal Skills

Conflict Avoidance

• “I’ve noticed that you sometimes avoid addressing conflicts with colleagues. Confronting issues openly and finding solutions together is crucial for team dynamics.”

Insensitivity to Others’ Feelings

• “There have been instances where your comments came across as a bit insensitive. Being more mindful of your colleagues’ emotions and feelings would ensure healthy relationships.”

Poor Team Player

• “You’re a valuable team member, but sometimes it feels like you prioritize personal goals over team objectives. Let’s work on nurturing a more collaborative spirit and supporting your colleagues.”
• “Gossiping in the office doesn’t contribute to a positive work environment. Shifting your focus towards more constructive and professional conversations would be appreciated.”

Resistance to Feedback

• “In the past, you’ve seemed a bit resistant to feedback. Embracing constructive criticism as a way to grow is essential.”

Negative Feedback Examples on Time Management

Procrastination

• “Procrastination affects all of us at times. Creating a structured schedule and breaking tasks into manageable steps would help you overcome this habit.”

Frequent Distractions

• “Distractions can get the best of us sometimes. Let’s work together to identify and minimize distractions during your work hours.”

Overcommitment

• “You’re quite enthusiastic, but overcommitting can lead to burnout. Let’s work on saying ‘no’ when necessary and managing your workload effectively.”

Inadequate Prioritization

• “Prioritizing tasks can be a challenge for everyone. Getting better at distinguishing between urgent and important responsibilities to meet those deadlines would be a great focus.”

Inefficient Meeting Participation

• “Our meeting time could be used more productively. Let’s see you prepare for meetings in advance and actively engage in discussions to make the most of your time.”

Negative Feedback Examples on Addressing Conflict

Avoiding Difficult Conversations

• “Addressing difficult conversations is something we all need to work on. Let’s be more open about your concerns and work together to find solutions.”

Aggressive Communication

• “We all get passionate sometimes, but it’s important to keep our communication respectful and diplomatic. Giving that a try would be appreciated.”

Holding Grudges

• “Holding onto grudges doesn’t really help anyone. Let’s work on letting go of past grievances and focus on finding resolutions instead.”

Inflexibility

• “Being flexible in your views can open up new possibilities. Let’s work on being open to compromise and considering alternative solutions.”

Lack of Empathy

• “Showing empathy during conflicts can make problem-solving easier. Let’s try putting yourself in the other person’s shoes to find common ground.”

Negative Feedback Examples on Leadership Skills

Micromanagement

• “I know it’s sometimes tough, but micromanagement can stifle our team’s autonomy. I believe in your potential, and I’d like to see you trust our team’s abilities and delegate more effectively.”

Inconsistent Leadership

• “Consistency in leadership is something we all appreciate. Providing clear guidance by making your decision-making and communication more consistent would be beneficial.”

 Lack of Vision

• “You’re doing a great job, but a clear vision can guide us even further. Let’s work on developing an inspiring vision for our team together.”

Failure to Recognize Achievements

• “Acknowledging our team’s achievements can be motivating. Making it a habit to recognize and appreciate their hard work would be great.”

Poor Delegation

• “You’ve got a lot on your plate, but delegating effectively will free up your time and help our team grow. Let’s work on mastering the art of delegation.”

Negative Feedback Examples on Motivation

Complacency

• “You know, we all have those moments when we get a little too comfortable. I’d really like to see you challenge yourself with new opportunities and set some higher goals to keep your motivation alive.”
• “I’ve noticed that taking the initiative could lead to personal growth. How about you take ownership of your career and actively seek opportunities for self-improvement?”

Negative Attitude

• “I believe that a positive attitude is contagious. It’d be great to see you work on maintaining an optimistic outlook and creating a workplace filled with positivity.”

Resistance to Change

• “Change is a part of life, and it can be an opportunity for growth. I’d really appreciate it if you could embrace change and adapt to new situations with enthusiasm.”

Unrealistic Expectations

• “I think setting realistic goals can lead to a more sustainable motivation. Let’s focus on achievable goals and learn to appreciate your progress along the way.”

Negative Feedback Examples on Problem-solving

Lack of Creativity

• “You know, we all have our unique ways of approaching problems. But sometimes, a little creativity can go a long way. I’d love to see you encourage innovative thinking and explore diverse solutions.”

Ineffective Collaboration

• “Collaboration is key when it comes to solving complex problems. How about we work on enhancing your teamwork and coordination skills to tackle challenges more effectively as a team?”

Overlooking Root Causes

• “It’s quite common to overlook the root causes of problems. I’d appreciate it if you could dig a bit deeper to identify those underlying issues, so we can find more effective solutions.”

Rushed Decision-making

• “We all make hasty decisions from time to time, which might not always be the best ones. How about we try taking a bit more time to consider various options and their implications?”

Failure to Learn from Mistakes

• “Mistakes happen to the best of us. It’s not just about acknowledging them but also learning and growing from them. I’d like to see that from you.”

Negative Feedback Examples on Attitude & Behavior

Punctuality Issues

• “Being on time is something we can all work on, and I’d really appreciate it if you could commit to punctuality. It helps maintain a respectful and efficient work environment.”

Negativity in the Workplace

• “We all have our tough days, but fostering positivity in the workplace is important. I’d like to see you focus on maintaining a positive and constructive attitude at work.”

Disregard for Company Policies

• “Company policies are there for a reason, and I’d like to see you make an effort to familiarize yourself with and adhere to the organization’s rules and regulations.”

Lack of Accountability

• “Taking responsibility for our actions is vital for the team. I’d really appreciate it if you could acknowledge your mistakes and work with us to build trust within the team.”

Ineffective Stress Management

• “Stress is a part of life, but managing it effectively can improve our performance and well-being. I’d like to see you implement stress-relief techniques and maintain a healthy work-life balance.”

Negative Feedback Examples to Managers From Their Employees

Managers play a pivotal role in shaping an organization, but they are not infallible. Employees often have valuable insights and observations that can help managers improve and make better decisions. However, delivering negative feedback to your manager can be a daunting task. That’s why, we’ve got you covered on when to give feedback to your manager and how to offer constructive input in a positive way.

When to Give Feedback to Your Manager

Giving feedback to your manager should be a thoughtful process. Here are some key situations where it is appropriate to provide feedback:

• Regular Feedback Sessions: Many organizations encourage regular one-on-one meetings with managers precisely for this purpose. This is a safe and structured opportunity to share your thoughts and concerns.
• When It Impacts Your Work: If a particular issue directly affects your productivity, job satisfaction, or well-being, it’s essential to discuss it with your manager.
• After Critical Incidents: When a specific incident or event occurs, and you believe it warrants discussion or improvement, it’s a good time to provide feedback.
• When You Can Suggest Solutions: Constructive feedback becomes even more valuable when you can suggest potential solutions to the problem.

How to Give Feedback

Providing feedback to your manager requires a delicate approach to ensure it is well-received. Here are the steps to follow when giving feedback:

• Choose the Right Time and Place: Find a suitable time and location for the conversation, ensuring privacy and a comfortable atmosphere.
• Be Specific and Factual: State the issue clearly and provide specific examples. Use facts, not emotions, to convey your message.
• Use “I” Statements: Express your observations and feelings with “I” statements, such as “I noticed,” “I felt,” to avoid sounding accusatory.
• Offer Constructive Criticism: Instead of just highlighting the problem, suggest possible solutions or improvements.
• Listen Actively: Encourage your manager to respond and engage in a constructive dialogue. Listening is a crucial part of effective feedback.
• Follow Up: After discussing the issue, make a plan with your manager to address it and establish a timeline for follow-up.

Negative Feedback to Manager Examples 

To illustrate the art of providing feedback effectively, let’s consider a scenario involving a manager’s leadership style:

Negative feedback to manager example 1

Wrong Way to Give Feedback:

Employee: “You’re a terrible leader. Your decisions are always wrong, and you don’t inspire us.”

This approach is overly critical, vague, and offers no guidance for improvement.

Right Way to Give Feedback:

Employee: “I’ve observed that some team members have expressed uncertainty about the decision-making process, and there is room for improvement in aligning our team’s goals. It might be helpful if we could implement more regular team meetings to foster a more collaborative approach and transparency in our decision-making. Additionally, your insights, critical thinking, and guidance could inspire us to reach our full potential if they were communicated more consistently.”

This approach is specific, factual, and provides actionable suggestions for enhancing leadership and team dynamics.

Negative feedback to manager example 2

Employee: “You always delegate tasks unfairly. It’s like you’re playing favorites, and it’s demotivating.”

This approach makes broad accusations without specific examples and doesn’t provide a clear path to improvement.

Employee: “I’ve noticed that task assignments seem uneven at times, which can impact team morale. To address this, could we consider implementing a more transparent task allocation process, perhaps through rotating responsibilities or discussing expectations openly during team meetings?”

This approach highlights the issue, provides a constructive solution, and invites a collaborative discussion on how to improve delegation practices.

Now that we’ve discussed how to deliver negative feedback, it’s equally important to address the other side of the equation: how to handle negative feedback when you’re on the receiving end. 

How To Handle Negative Feedback?

Negative feedback, whether it comes from a supervisor, a peer, or a customer, can be a tough pill to swallow. However, it’s a critical aspect of personal and professional growth. Let’s look at examples of how to effectively handle negative feedback, turning it into an opportunity for improvement and development.

Acknowledge and Express Appreciation:

Negative Feedback Example: “Your presentation lacked clarity and was hard to follow.”

Response: “Thank you for your feedback. I appreciate your honesty and will work on making my presentations more clear and engaging.”

Seek Clarification:

Negative Feedback Example: “Your project report contained errors.”

Response: “I appreciate your feedback. Can you please point out the specific errors so I can address them?”

Apologize and Commit to Improvement:

Negative Feedback Example: “You missed an important deadline on the project.”

Response: “I’m sorry for missing the deadline. I take full responsibility for it and will make sure it doesn’t happen again.”

Express Willingness to Learn:

Negative Feedback Example: “Your communication issues with the team needs improvement.”

Response: “Thank you for letting me know. I’m always eager to learn and improve. Could you provide some guidance on how I can communicate better?”

Show Gratitude and Share an Action Plan:

Negative Feedback Example: “Your customer service has been lacking in responsiveness.”

Response: “I’m grateful for your feedback. To improve our service, we will enhance our response times and ensure better communication with our customers. Thank you for helping us get better.”

Creating a Constructive Feedback Culture with Peoplebox

In today’s dynamic business environment, fostering a company culture of constructive feedback and employee engagement is crucial for organizational growth. This is where Peoplebox emerges as an indispensable ally. With features like 1:1 meetings, regular check-ins, insightful surveys, and in-depth performance reviews, HR teams can build a culture of continuous feedback. 

Our team of HR specialists and people scientists have meticulously curated ready-to-use templates for you to use, or you can build your employee questionnaires from scratch for various purposes, such as 

• OKRs and goal-setting
• Performance discussions
• 1:1 talking points
• 360-degree reviews
• Employee engagement surveys, etc. 

Moreover, we offer white-glove support to train managers and administrators to ensure that your employees not only appreciate reviews but enthusiastically embrace the entire feedback ecosystem. 

With Peoplebox, your organization not only unlocks the potential for enhanced employee development but also paves the way for a culture where constructive feedback becomes the norm.

If you’re ready to transform performance management, book a demo with Peoplebox and take the first step towards an engaged and productive workforce.

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15 Ways to Give Negative Feedback, Positively (+ Examples)

While we have all been on the receiving end of criticism – that uncomfortable conversation often toned down by pleasantries – it is neither easy to give nor take.

And yet, if appropriate, timely, and well wrapped, feedback can be a positive and even life-enhancing experience. Indeed, a Gallup poll identified that employees want any feedback over no feedback – even if it’s negative (Brim & Asplund, 2009).

This article digs deeper into the subtle art of giving feedback while offering techniques to reduce the associated discomfort.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

Giving negative feedback positively: 11 techniques, critical versus constructive feedback, 8 real-life examples, useful feedback in the workplace videos, tips for giving negative feedback at work, can there be too much feedback – possibly, positivepsychology.com helpful resources, a take-home message.

How do we know if we are doing the right thing? And equally, how do we know we are doing it well?

Without feedback, we are cut off. We behave in a way that we think is right while remaining ignorant and in the dark.

Positive feedback, rather than telling us where we are going wrong, helps us enhance our best qualities. It tells us to keep going as we are – and perhaps more so.

While negative feedback might suggest a focus on our worst, it creates an immense opportunity for improvement when viewed in the right light. After all, an insightful critique provides a chance to grow and excel (Chappelow & McCauley, 2019).

Chappelow and McCauley write in the Harvard Business Review :

“feedback – both positive and negative – is essential to helping managers enhance their best qualities and address their worst so they can excel at leading.”

And it’s not just for managers, it’s true of all of us.

What should we consider when it comes to feedback?

There are several points to think about before we tell someone what we think:

• Harsh feedback may be counterproductive. Deliver feedback carefully and respectfully. If given too frequently and without regard to feeling, the person on the other end will revert to defense mode – possibly losing confidence, self-esteem, and motivation.
• Feedback isn’t always negative. Don’t persistently focus on what isn’t working or isn’t being done right. Attending to what is going well can support someone’s growth and steer their development in the right direction.
• Feedback isn’t always positive. On the other hand, don’t always focus on strengths. If you only address the positives, the listener will return to what they were doing, believing they have nothing to improve. Nevertheless, they will be delighted as they appear to be doing almost everything right. The balance between points two and three is essential.
• Providing a fix may not be the answer. Ask questions that encourage reflection. Such open support can lead the person to understand what they did well, or poorly, while stimulating exploration and reflection.

How can negative feedback be given positively?

Ashira Prossack, writing for Forbes (2018), says, “ feedback is a manager’s best tool, but it’s only effective when it’s delivered properly. ”

It’s tricky. But when done well, the client or employee can even be grateful.

After all, it may not be a surprise to the recipient, and bringing difficulties out into the open can create a productive dialogue. Negative feedback given positively can be enabling, helping someone stop making mistakes and providing them with the training and support needed.

But, if handled clumsily, without respect, courtesy, and consideration of the end goal, it will either be ignored or lead to withdrawal – mental, emotional, or even physical.

Prossack suggests the following guidance:

• Avoid wrapping negative feedback in praise The feedback sandwich (there are more colloquial names for it), while popular, may not always be appropriate.

The standard compliment/critique/compliment can give a false view of how someone is performing. Two positives outweigh one negative and, therefore, might suggest successful performance.

• Constructive criticism Identifying the problem then coming up with a plan to fix it is a powerful development tool.

Help the person find ways to avoid making the same mistake while learning a new behavior or better approaches.

• Regular follow-up It’s not enough to say there is an issue and then leave it.

Create a development plan with regular meet-ups. Provide guidance and ask the person to confirm the steps they have implemented, the training they have taken, and whether the outcome has improved. This will also help build trust and a stronger relationship for future feedback.

• Be honest and sincere We are often aware of our underperformance, so the feedback should not be a surprise. Make it clear you are keen to help the person improve, rather than find fault.
• Be direct and clear At the end of the feedback, don’t let the person walk out of the room thinking ‘ what just happened ?’ State the feedback clearly and directly, without being rude or uncaring. If necessary, send an email as a follow-up to clarify the points discussed.
• Encourage self-reflection Engage with the person; ask for their thoughts on what happened and why. It could be that their actions were justified and that your picture of what happened is incomplete.
• Stop and listen You may be as nervous as the person you are giving feedback to, and that may cause you to talk too much. Stop and listen.

Taking time to understand their position will create empathy and deep insight.

Remember, these points are only for guidance. The person and their situation must be taken into account when framing negative feedback.

Indeed, feedback can be constructive when either positive or negative, as long as it encourages growth. On the other hand, critical feedback serves little purpose other than to tell someone they are not very good.

We must, therefore, begin by considering the goal of feedback: improvement. The recipient should be clear about what has gone well and what needs to be rectified or progressed.

They should understand what they need to change and have a clear path to learning the skills required.

So, how do we provide constructive feedback without making it critical ?

For constructive feedback to be useful, perform the following (Krakoff, 2020):

• Build trust When you know you will be called upon to provide feedback at some point in the future, you are at an advantage.

Establish a positive relationship that is open, sincere, and trusting. Feedback is more readily accepted from someone we know, respect, trust, and who has our best interests at heart.

• Balance the positives and the negatives No one is all bad or all good.

Present a balanced perspective that encourages positive behaviors while recognizing the negative ones they need to work through. It is important not to mislead and yet offer some positive points to remain motivated.

• Talk face-to-face Constructive criticism should, when possible, take place in person. A phone call does not convey body language and may mask the nuances of the conversation.

An email may have no apparent context, lack clarity, and land in the person’s inbox like a cartoon bomb waiting to explode when clicked.

• Don’t pre-judge Until you have had a chance to talk to the person involved, avoid assigning meaning or intent to what has happened.

Let the person have the opportunity to explain why they behaved as they did.

• Be specific Don’t overgeneralize or drift into other issues.

Focus on the point of feedback.

• Don’t become personal Do not confuse the person with their actions.

Being personal will lead the recipient to shut down. They will be less likely to act on, or learn from, the points shared.

• Be consistent Depending on the feedback frequency, the recipient shouldn’t be surprised by what you have to say. Regular interaction can help avoid lengthy, negative, and unexpected feedback.
• Keep feedback fresh Avoid a long gap between the incident (or behavior) and providing feedback. The discussion should be current so that no one is trying to remember who or what was involved.

Ensure the approach fits the context. Are you aware of any family or health issues that could be influencing performance? How has the person reacted to feedback before?

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Delivering feedback in an appropriate and nuanced way is challenging. To do it well, practice, experience, and observation are essential.

The following examples may provide a starting point:

There are many ways to frame feedback; consider the goal of providing it and how to frame it as an opportunity for growth.

There are some excellent videos online that offer useful guidance for providing feedback:

The secret to giving great feedback

From The Way We Work TED series, cognitive scientist LeeAnn Renninger offers scientific insights into the best approach to providing feedback, along with a set of powerful tools proven to help.

How to give negative feedback in the workplace

This video provides pragmatic advice on building trust, establishing relationships, and a positive approach to providing feedback in the workplace.

Giving feedback for strong performance

Shari Harley’s video reminds us to consider the goal of performance feedback versus our personal motives. Without honest practical feedback and actionable plans, growth opportunities will be missed.

We shouldn’t avoid providing (or receiving) negative feedback. While it is not always pleasant – potentially shattering a staff member’s bubble of perfection – critical input is essential to company performance (Chappelow & McCauley, 2019).

While we may not like giving feedback, research suggests employees want more, not less – and both positive and negative input (Rice, 2011).

It’s true; if we never get feedback, how do we know how we are doing? Those with a growth mindset will see feedback as an opportunity to track how they are doing and seek the help they need to develop (Zojceska, 2019).

Therefore, to minimize the perception of threat, we need to consider the delivery. The following pared-down approach equally applies to a member of your team, outside consultant, or colleague.

Negative feedback in a nutshell

Chappelow and McCauley from the Center for Creative Leadership teach an approach called Situation–Behavior–Impact. It is a simple yet potent model for work-based situations.

Both strengths and weaknesses must be communicated clearly and specifically, in a professional and caring way by making clear:

• When and where the behavior occurred
• What the behavior was
• What the outcome of the behavior was (i.e., thoughts, feelings, and actions)

At the same time, when you are giving feedback, make sure you are not:

• Being judgmental – You should not have said that
• Overgeneralizing – You always say that
• Assuming the thoughts behind the behavior – You have no respect

When delivered appropriately, feedback is more likely to be heard, thought about, and acted upon.

The final stage is to agree on the next steps that will ultimately avoid the behavior or the outcome.

Feedback to your manager

Perhaps one of the more career-limiting situations can be providing feedback to your manager in the wrong way. Overstep, and your advancement may be restricted; respond too weakly, and you may not be considered leadership material .

It’s a knife’s edge. So how do you approach it?

According to Jeremy McAbee (2019), there are three techniques for useful “upward feedback” – some of which we have already encountered:

• Be specific Don’t talk in generalizations or abstractions, and use specific concrete examples.
• Focus on your  perspective Use “I” rather than “you.” This approach maintains focus on your thoughts, beliefs, and feelings in the situation.
• Come up with solutions If related to an issue you are facing, rather than a behavior, offer a solution. How could you help? Is there a way you could remove or reduce the problem ?

What shouldn’t I do ?

During the feedback, do not do the following (especially if feedback is negative):

• Explain what you would do in their position
• Speculate on why they behaved the way they did
• Choose the wrong time to provide the feedback; for example, in front of other people or during a crisis

Within work, feedback should be given and received in a non-personal way, focusing on doing what is right for the company.

However, we all have human tendencies to be petty, narrow minded, and suffer from fragile egos. Balance the above advice and the knowledge and relationship you have with the colleague.

Unless it is a human resources issue, an informal approach – perhaps over a cup of coffee – may work better than something too formal.

Do you find it difficult to deliver negative feedback or criticism in a way that is clear yet positive and helpful?

It is widely accepted by psychologists, managers, and educators that feedback is important (Ilgen & Davis, 2000). However, giving negative feedback in a way that is constructive and conducive to wellbeing rather than harsh and judgmental can be a challenge.

Common concerns are – hurting the other person’s feelings, coming across as authoritative, and not wanting to demotivate or discourage the other person.

Luckily, positive psychology (Seligman & Csikszentmihalyi, 2000) offers guidance for giving constructive feedback in a positive way.

We suggest the following eight steps as a practical guide for practitioners, leaders, and anyone who needs to provide feedback:

• Accept the internal discomfort of providing negative feedback
• Create a safe space for the conversation
• State your intention
• Separate the person’s work from the person
• Reframe the amount of feedback as an indication of care
• Encourage a growth mindset
• Acknowledge the subjective nature of the situation
• End on a positive note

Marcus Buckingham and Ashley Goodall, writing for the Harvard Business Review (2019), challenge the value of “ telling people what we think of their performance and how they should do it better. ”

Indeed “ radical transparency ”– as practiced at Netflix and the Wall Street Journal – may not only fail to improve performance but could be damaging.

After all, such direct engagement assumes that other people are more aware of your weaknesses than you are. Feedback also suggests you lack specific abilities that must be remediated.

Overall, feedback could be described as “ my way is necessarily your way .”

These are all points that should be borne in mind before offering feedback.

Therefore, we must ensure feedback is provided for the right reasons, recognizing that it may be better to play to a person’s strengths rather than “fix” weaknesses.

If you are passionate about helping others improve their lives in meaningful ways, our Emotional Intelligence Masterclass© is for you.

It includes all the materials you need to deliver high-quality EQ training sessions that are science-based.

The Giving Negative Feedback Positively worksheet from the Positive Psychology Toolkit© is a hugely popular tool that can be used to provide practical guidance on how to deliver negative feedback in a constructive way, conducive to wellbeing without being harsh and judgmental.

Another toolkit tool perfect for practitioners is Adopting a Growth Mindset to Criticism , which is an invaluable next step after receiving negative feedback. It is a 20-minute exercise that addresses oversensitivity and instead focuses on constructive growth.

This article on nonviolent communication is a useful start for a manager prone to steamroll conversations, with books and tools to improve nonviolent communication in any situation.

If you’re looking for more science-based ways to help others communicate better, this collection contains 17 validated positive communication tools for practitioners . Use them to help others improve their communication skills and form deeper and more positive relationships.

Feedback is a valuable approach for bridging the gap between what someone is doing and what is expected of them.

When provided regularly, it offers practical insights that support development and increased performance – a win for both the individual and the organization.

However, negative feedback must be handled carefully. The person providing it should be clear on their motivation and understand the goal of the activity. They must also consider the context: personal and contextual circumstances and an awareness that there may be information they currently lack.

Finally, it would be foolish to assume that our way is always the most appropriate. If encouraged to play to their strengths, the person receiving the feedback may possibly find a more effective way of resolving difficulties.

Explore the techniques, learn from the examples, and provide feedback based on the goal of growth.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

• Brim, B., & Asplund, J. (2009, November 12). Driving engagement by focusing on strengths. Gallup Business Journal. Retrieved October 8, 2020, from https://news.gallup.com/businessjournal/124214/driving-engagement-focusing-strengths.aspx
• Buckingham, M., & Goodall, A. (2019, March–April). Why feedback rarely does what it’s meant to. Harvard Business Review . Retrieved October 8, 2020, from https://hbr.org/2019/03/the-feedback-fallacy
• Chappelow, C., & McCauley, C. (2019, May 13). What good feedback really looks like. Harvard Business Review. Retrieved October 8, 2020, from https://hbr.org/2019/05/what-good-feedback-really-looks-like
• Ilgen, D., & Davis, C. (2000). Bearing bad news: Reactions to negative performance feedback. Applied Psychology, 49(3) , 550-565.
• Krakoff, S. (2020). How to give constructive feedback in the workplace. Retrieved October 8, 2020, from https://online.champlain.edu/blog/giving-constructive-feedback
• McAbee, J. (2019, November 5). 3 techniques for giving feedback to your manager that actually work (plus sample 1:1 agenda). Retrieved October 8, 2020, from https://www.wrike.com/blog/3-techniques-giving-feedback-manager/
• Prossack, A. (2018, August 31). How to give negative feedback more effectively. Forbes. Retrieved October 8, 2020, from https://www.forbes.com/sites/ashiraprossack1/2018/08/31/how-to-give-negative-feedback-more-effectively/
• Rice, A. (2011, September 28). Globoforce reveals 2011 workforce mood tracker survey results. Retrieved October 8, 2020, from https://www.globoforce.com/press-releases-archive/globoforce-reveals-2011-workforce-mood-tracker-survey-results/
• Seligman, M. E., & Csikszentmihalyi, M. (2000).  Positive psychology: An introduction  (Vol. 55, No. 1, p. 5). American Psychological Association.
• Zojceska, A. (2019, May 18). How to give negative feedback to employees: 10 best techniques. TalentLyft. Retrieved October 8, 2020, from https://www.talentlyft.com/en/blog/article/303/how-to-give-negative-feedback-to-employees-10-best-techniques

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35+ Negative feedback examples: Learning and growing from constructive criticism

Ever watched that iconic classic, "The Pursuit of Happyness," where Will Smith's character, Chris Gardner, faces countless rejections while striving for a better life? Remember how those setbacks ultimately propelled him toward success?

Well, just like Chris, we too encounter moments of professional turbulence, often wrapped in the package of effective negative feedback.

Let's face it – no one jumps for joy when they receive constructive criticism, especially from the boss. It can sting like a bee, leaving us momentarily shaken and a tad defensive. But what if I told you that beneath that initial discomfort lies a golden opportunity?

Yes, a negative feedback loop can be a catalyst for personal and career growth, much like Chris Gardner's struggles paved the way for his triumph.

In this blog, we'll delve into real-life negative feedback examples and explore how these moments, akin to Hollywood plot twists, can be the turning point in your professional journey.

What is negative feedback?

Have you ever had that sinking feeling when your boss or colleague approaches you with a furrowed brow, ready to deliver some "constructive criticism"? It's like the ominous music in a horror movie right before the monster jumps out.

But hey, don't worry; negative feedback is not a monster lurking in the office shadows. It's actually a superhero in disguise, here to save the day!

So, what is negative feedback , anyway? Simply put, it's the not-so-glowing input we receive about our performance or actions. It's like a reality check in a world that sometimes seems obsessed with praise and positivity.

Negative feedback serves several vital purposes. First, it points out areas where you can improve. Think of it as your trusty GPS, guiding you away from traffic jams and dead ends. Second, it fosters growth and development .

Remember how muscles get stronger with resistance training? Well, your skills do too, thanks to negative feedback.

What are the four types of negative feedback?

Negative feedback comes in various forms, and understanding these types can help us navigate the complex world of communication and personal development . Let's take a closer look at the four primary types of negative feedback and how they influence our growth and relationships.

1. Evaluative feedback:

Evaluative feedback is probably the most familiar type. It involves assessing someone's performance or behavior, often highlighting areas that need improvement. This type of feedback aims to judge and provide a clear sense of where someone stands.

2. Directive feedback:

Directive feedback takes a more prescriptive approach. It not only identifies the issue but also suggests specific actions or solutions for improvement. It provides clear guidance on what steps to take.

3. Expert feedback:

Expert feedback draws upon the experience and knowledge of the person providing the feedback. It's particularly useful when someone seeks advice or guidance in a specific area where the giver of feedback has expertise.

4. Coaching feedback:

Coaching feedback is about fostering personal growth and development. It often involves a more collaborative approach, focusing on exploring options, setting goals, and working together to achieve them.

Each type of negative feedback serves a unique purpose and can be effective in various situations. The key is to use them thoughtfully, depending on the context and the individual's needs.

Moreover, it's essential to deliver negative feedback with respect, empathy, and a constructive mindset to ensure that it's well-received and leads to positive change.

Negative employee feedback examples

Employers often find themselves tiptoeing around, fearing that addressing the issues might lead to a demotivated workforce or even resignations. But what if we told you that negative feedback can be the key to unlocking untapped potential in your team when handled correctly?

Let's dive into some examples to demystify the process and reveal how it can become a catalyst for positive change.

1. The missed deadline debacle

• Scenario: John, a usually punctual employee, consistently misses project deadlines.
• Conveying negative feedback: "John, I've noticed that you've been missing project deadlines recently. It's essential that we meet these deadlines to keep our projects on track and maintain our team's efficiency . Can you share any challenges or obstacles you've been facing that might be causing this delay? Let's work together to find a solution and ensure our future projects are completed on time."

2. The communication conundrum

• Scenario: Sarah has excellent technical skills but struggles with effective communication .
• Conveying negative feedback: "Sarah, your technical skills are top-notch, but I've noticed that there have been some communication issues in your recent projects. Clear communication is crucial for our team's success. Let's work on improving your communication skills. I can recommend some resources and provide feedback to help you convey your ideas more effectively."

3. The feedback-resistant rebel

• Scenario: Michael tends to resist feedback and gets defensive when approached with suggestions for improvement .
• Conveying negative feedback: "Michael, I've noticed that you sometimes react defensively when receiving feedback. Feedback is essential for growth, and I want to ensure you have the opportunity to improve and excel in your role. Let's have an open conversation about how we can make the feedback process more constructive for you. Your input is valuable."

4. The innovation inertia

• Scenario: Emily, a talented employee, resists adopting new technologies and methodologies.
• Conveying negative feedback: "Emily, your skills are impressive, but in today's fast-changing environment, it's crucial to embrace innovation. I've noticed some resistance to new approaches. Let's discuss how we can foster a culture of innovation within our team. Your expertise can be even more impactful when combined with a willingness to adapt."

5. The burnout bombshell

• Scenario: Mark has been working long hours, leading to concerns of burnout .
• Conveying negative feedback: "Mark, I appreciate your dedication, but I'm concerned about your well-being and the potential for burnout. Maintaining healthy relationships and work-life balance are crucial. Let's discuss your workload and explore ways to ensure you're not overburdened. Your health and work performance are equally important to us."

6. The quality quandary

• Scenario: Emma consistently delivers work that lacks the desired quality.
• Conveying negative feedback: "Emma, I've noticed some inconsistencies in the quality of your work. Quality is a key aspect of our deliverables, and we want to ensure our clients receive top-notch results. Let's work together to identify areas where you can improve, and I'll provide guidance and resources to help you enhance the quality of your work."

7. The leadership labyrinth

• Scenario: James, a team leader, struggles with delegation and micromanagement .
• Conveying negative feedback: "James, your leadership is valuable to our team, but I've observed some challenges in delegation and micromanagement. Effective leadership involves trust and empowerment. Let's explore leadership development opportunities and strategies to help you lead with confidence and inspire our team."

8. The customer care challenge

• Scenario: Linda, a customer service representative, often falls short of meeting customer expectations.
• Conveying negative feedback: "Linda, customer satisfaction is a priority for our organization, and I've received feedback indicating room for improvement. Let's focus on enhancing your customer service skills. I'll provide training and support to help you better meet our customers' needs."

9. The teamwork trouble

• Scenario: The marketing team struggles with collaboration , leading to missed opportunities.
• Conveying negative feedback: "Team, our success depends on effective collaboration. I've noticed some challenges in our teamwork. Let's address these issues openly and identify ways to improve our collaboration. We can explore team-building activities and foster a culture of open communication."

10. The adaptability Achilles' heel

• Scenario: Alex resists adapting to new technologies and methodologies in a rapidly changing industry.
• Conveying negative feedback: "Alex, our industry evolves rapidly, and adaptability is key. I've observed some resistance to change. Let's discuss the benefits of staying up-to-date with industry trends and explore opportunities for you to embrace new technologies. Your flexibility can contribute to our success."

11. The initiative interruption

• Scenario: Rachel, a capable team member, hesitates to take initiative, waiting for instructions.
• Conveying negative feedback: "Rachel, I've noticed that you often wait for instructions instead of taking initiative. Our success depends on proactive team members. Let's work on fostering a culture of autonomy, where you feel confident in bringing your ideas forward and taking ownership of tasks."

12. The conflict conundrum

• Scenario: Mark and Sarah, two team members, frequently clash, creating tension within the team.
• Conveying negative feedback: "Mark, Sarah, I've observed some conflicts between you two that are affecting our team dynamics. It's essential that we maintain a harmonious work environment. Let's have a conversation about the issues and work together on resolving conflicts through open communication and compromise."

13. The growth gap

• Scenario: Jessica, a long-time employee, seems to have plateaued in terms of skills and contributions.
• Conveying negative feedback: "Jessica, you've been with us for a while, and I believe you have more potential to tap into. I've noticed some stagnation in your development . Let's discuss your career goals and how we can support your growth through training and opportunities for advancement."

14. The client concern

• Scenario: David, a sales representative, has been receiving negative feedback from clients regarding his communication style.
• Conveying negative feedback: "David, client satisfaction is crucial for our business. I've received feedback about your communication style that we need to address. Let's work on improving your client interactions. I can provide coaching and resources to enhance your communication skills."

15. The time management tangle

• Scenario: Tina consistently struggles with time management, leading to missed deadlines and rushed work.
• Conveying negative feedback: "Tina, managing your time effectively is vital to meeting project deadlines and maintaining quality. I've noticed some challenges in this area. Let's explore time management techniques and tools to help you become more organized and productive."

16. The creativity challenge

• Scenario: Robert, a creative team member, appears to have hit a creative block, impacting the quality of his work.
• Conveying negative feedback: "Robert, your creative input is valued, but I've observed some creative challenges lately. Let's discuss any obstacles you're facing and brainstorm strategies to reignite your creativity. Your fresh ideas are essential to our projects."

17. The technical troubles

• Scenario: Karen, an IT specialist, has been making frequent technical errors.
• Conveying negative feedback: "Karen, technical accuracy is crucial in your role, and I've noticed some errors. Let's focus on improving your technical skills. We can provide additional training and support to ensure you can perform your tasks accurately and efficiently."

18. The presentation predicament

• Scenario: Tom, a team member, struggles with public speaking and presentations.
• Conveying negative feedback: "Tom, effective communication, including presentations, is vital in our roles. I've observed some challenges in your presentations. Let's work on honing your public speaking skills together. I can recommend resources and offer practice opportunities."

19. The sales slip-up

• Scenario: Alex, a salesperson, has experienced a decline in sales performance.
• Conveying negative feedback: "Alex, sales results are a critical part of your role, and I've noticed a dip in your performance. Let's explore the factors affecting your sales and develop strategies to help you regain your momentum. I'm here to provide guidance and support."

20. The multitasking muddle

• Scenario: Rachel, a multitasking enthusiast, often juggles multiple tasks but struggles to complete them effectively.
• Conveying negative feedback: "Rachel, I appreciate your enthusiasm for multitasking, but I've noticed that it sometimes affects the quality of your work. Let's discuss strategies for managing your workload more effectively, ensuring both efficiency and quality in your tasks."

21. The communication breakdown

• Scenario: Sarah consistently fails to respond to emails and messages promptly, causing delays in project communication.
• Conveying negative feedback: "Sarah, our team relies on timely communication to keep projects running smoothly. Your delayed responses have been causing issues. Let's address this communication breakdown and explore strategies to improve your responsiveness and keep everyone informed."

22. The unprofessional conduct

• Scenario: Michael occasionally exhibits unprofessional behavior, making inappropriate comments in the workplace.
• Conveying negative feedback: "Michael, maintaining a professional environment is essential for our team's cohesion and productivity. I've observed instances of unprofessional conduct that need addressing. Let's have a conversation about maintaining professionalism and respectful interactions."

23. The attendance dilemma

• Scenario: Emily frequently arrives late to work, causing disruptions and impacting team morale.
• Conveying negative feedback: "Emily, punctuality is crucial in our workplace, and your frequent tardiness is affecting the team's productivity . Let's discuss the importance of being on time and explore ways to ensure your punctuality moving forward."

24. The accountability aversion

• Scenario: Mark consistently deflects responsibility when errors occur, causing confusion about who should address issues.
• Conveying negative feedback: "Mark, accountability is a fundamental part of our teamwork, and I've noticed a tendency to deflect responsibility. Let's emphasize the importance of taking ownership of our actions and working together to resolve any challenges."

25. The quality neglect

• Scenario: Linda consistently submits work with numerous errors, impacting the overall quality of our projects.
• Conveying negative feedback: "Linda, maintaining high-quality work is paramount to our success, and I've noticed a decline in the quality of your submissions. Let's discuss strategies for improving your attention to detail and ensuring the quality of your work meets our standards."

26. The toxic team member

• Scenario: Jason consistently exhibits toxic behavior , spreading negativity and demotivating team members.
• Conveying negative feedback: "Jason, maintaining a positive feedback loop and a supportive team dynamic is crucial to our success. I've observed behavior that has a negative impact on the team's morale. Let's address this issue and work together to foster a healthier work environment."

27. The ethical evasion

• Scenario: Sarah has been involved in questionable ethical decisions, raising concerns about the integrity of her actions.
• Conveying negative feedback: "Sarah, our organization places a high value on ethics and integrity. I've come across situations that raise ethical concerns, and we need to address these issues promptly. Let's have a conversation about our ethical standards and how we can ensure compliance moving forward."

28. The delegation dilemma

• Scenario: John, a team lead, struggles with delegating tasks effectively, often taking on too much work himself.
• Conveying negative feedback: "John, your leadership is invaluable , but I've noticed that you tend to take on too many tasks without delegating effectively. Let's discuss delegation strategies that can empower your team members and help distribute the workload more efficiently."

29. The documentation deficiency

• Scenario: David, a project manager, frequently overlooks important documentation, causing issues in project tracking and accountability.
• Conveying negative feedback: "David, thorough documentation is crucial for project management. I've noticed instances where important documentation was missing. Let's discuss the importance of meticulous record-keeping and find ways to improve our project documentation processes."

30. The cross-functional collaboration challenge

• Scenario: Lisa, a member of a cross-functional team, struggles with collaboration and communication with colleagues from other departments.
• Conveying negative feedback: "Lisa, our success often hinges on effective cross-functional collaboration. I've observed challenges in your interactions with colleagues from other departments. Let's work on enhancing your collaboration skills and fostering stronger cross-functional relationships."

31. The decision-making dilemma

• Scenario: Richard, a team member, hesitates to make decisions independently, frequently seeking approval for even minor tasks.
• Conveying negative feedback: "Richard, autonomy and decision-making are important aspects of our roles. I've noticed that you often seek approval for tasks that you can handle independently. Let's explore strategies to build your confidence in decision-making and encourage more autonomy in your work."

32. The technical knowledge gap

• Scenario: Jessica, an IT specialist, is struggling to keep up with the latest industry technologies and trends.
• Conveying negative feedback: "Jessica, staying updated with industry trends and technologies is vital in your role. I've noticed some gaps in your technical knowledge. Let's discuss ways to enhance your skills, such as training programs and certifications, to ensure you remain competitive in the field."

33. The interpersonal conflicts within the team

• Scenario: Multiple team members frequently engage in conflicts and disagreements, impacting team cohesion.
• Conveying negative feedback: "Team, our success relies on a cohesive and collaborative environment. I've observed recurring conflicts within the team that we must address. Let's initiate open discussions, conflict resolution strategies, and team-building activities to strengthen our working relationships."

34. The overreliance on supervision

• Scenario: Alex, a capable employee, often seeks supervision and guidance for tasks he can handle independently.
• Conveying negative feedback: "Alex, your competence is evident, but I've noticed that you sometimes rely heavily on supervision. Let's explore ways to encourage more independent work and build your self-reliance while maintaining a support system for complex tasks."

35. The peer recognition issue

• Scenario: Mark has received feedback from peers that he doesn't acknowledge or recognize their contributions effectively.
• Conveying negative feedback: "Mark, recognizing your colleagues' contributions is an integral part of our team dynamics. I've received feedback that this area needs improvement. Let's discuss the importance of peer recognition and explore ways to foster a culture of appreciation within our team."

36. The presentation perfection pursuit

• Scenario: Emily, a team member, strives for perfection in every presentation but often misses project deadlines as a result.
• Conveying negative feedback: "Emily, your commitment to delivering perfect presentations is commendable, but it's important to balance quality with deadlines. I've noticed delays in project deliveries due to the pursuit of perfection. Let's discuss strategies for efficient time management while maintaining quality."

37. The project prioritization problem

• Scenario: Sarah frequently struggles to prioritize tasks effectively, leading to delays and missed deadlines.
• Conveying negative feedback: "Sarah, effective task prioritization is essential to our project success. I've noticed challenges in this area, resulting in delays. Let's explore time management and task prioritization strategies to help you work more efficiently.”

What are 2 characteristics of negative feedback?

Negative feedback has distinct characteristics that set it apart from other forms of communication. Let's explore two key characteristics of negative feedback:

1. Specificity:

One hallmark of negative feedback is its specificity. Negative feedback doesn't beat around the bush; it pinpoints the issue at hand with clarity and precision. It doesn't rely on vague statements or generalities but offers concrete details about what went wrong or needs improvement.

For instance, instead of saying, "Your presentation could have been better," negative feedback with specificity would be, "Your presentation lacked a clear structure, making it challenging for the audience to follow."

2. Constructive intent:

Negative feedback isn't about tearing someone down; it's about building them up. Unlike criticism or blame, negative feedback has a constructive intent. Its primary purpose is to help the individual recognize areas for improvement and provide guidance on how to make those improvements.

For example, rather than saying, "Your report was full of errors," constructive negative feedback would be, "I noticed some errors in your report. Let's work together to identify the common mistakes and develop strategies to avoid them in the future."

The power of constructive criticism

As an employer, have you ever questioned the impact of providing feedback on your team's performance? Let's dive into the fascinating world of constructive feedback criticism and discover its incredible power from an employer's perspective.

Think about it for a moment: When you provide feedback to your employees, you're essentially handing them a map to self-improvement. It's like being a coach guiding your team to victory.

So, what makes constructive feedback so potent?

• Growth and development: Constructive criticism opens doors to growth . It helps your employees identify their weaknesses and areas for improvement, ultimately enhancing their skills and capabilities.
• Enhanced performance: When employees receive feedback that's specific and actionable, they can fine-tune their performance, boosting their effectiveness and productivity.
• Boosted morale: Surprisingly, constructive feedback criticism can improve morale when it's delivered with care and empathy. Employees feel valued and empowered when they see their employers invested in their development.
• Stronger teams: Honest feedback can help teams identify and resolve issues, leading to better collaboration, communication, and synergy.
• Innovation and adaptation: Constructive feedback criticism can spark innovation . It encourages employees to think critically, explore new ideas, and adapt to changing circumstances.
• Improved communication: Constructive criticism enhances communication within an organization. It fosters an environment where employees feel comfortable sharing their thoughts and concerns, leading to better dialogue and understanding among team members.
• Increased accountability: Employees who receive constructive criticism are more likely to take ownership of their actions and outcomes.
• Enhanced problem-solving: Constructive criticism encourages problem-solving. When employees receive feedback that highlights areas for improvement, they are motivated to find creative solutions to overcome challenges.
• Leadership development: Managers who provide constructive criticism also have the opportunity to develop their leadership skills .
• Positive company culture: Over time, a culture of constructive criticism can emerge, where feedback is seen as a constructive tool rather than a negative judgment.

Difference between negative and constructive employee feedback

Employee feedback is like a double-edged sword – when wielded properly, it can elevate performance , but when used ineffectively, it can harm morale. Understanding the key differences between negative and constructive feedback is crucial for fostering a culture of growth and improvement in the workplace.

Negative feedback

Negative feedback typically focuses on what an employee has done wrong or inadequately. It often highlights mistakes, shortcomings, or areas where an employee's performance has fallen short of expectations. While necessary at times, negative feedback can be demoralizing if not delivered carefully.

Example of negative feedback: "Your recent report contained several errors, and your attention to detail has been lacking lately."

Constructive feedback

On the other hand, constructive feedback is a more positive and solution-oriented approach. It acknowledges areas for improvement but also provides guidance on how an employee can enhance their performance. It emphasizes growth and development.

Example of constructive feedback: "I noticed some errors in your recent report. Let's work together to improve your attention to detail. Here are some strategies and resources to help you."

Key differences:

• Focus: Negative feedback dwells on errors and problems, while constructive feedback emphasizes solutions and growth.
• Impact: Negative feedback can lower morale and create a defensive attitude. Constructive feedback inspires employees to improve and fosters a sense of collaboration.
• Delivery: Negative feedback can be blunt and critical, while constructive feedback is delivered with empathy and a focus on improvement.
• Outcome: Negative feedback may lead to resentment and stagnation, while constructive feedback encourages progress and development.

How negative feedback impacts personal growth?

Have you ever wondered about the transformative power of negative feedback on personal growth? As an employer, you might have encountered situations where providing both positive and negative feedback seemed daunting.

However, it's essential to recognize that critical feedback criticism, even when it highlights areas of improvement, can be a catalyst for tremendous personal growth. Let's delve into how negative feedback, from an employer's perspective, impacts the journey of individual development.

First and foremost, negative feedback acts as a mirror, reflecting areas that require attention and improvement. It's like holding up a mirror to someone and saying, "Look, this is where you can become even better." This honest reflection can be the starting point of significant personal growth.

Furthermore, negative feedback serves as a motivator. It ignites the desire to prove oneself and rise above challenges. When employees receive feedback that points out areas of weakness, it often fuels their determination to conquer those shortcomings, thus driving personal growth.

Moreover, negative feedback can be a source of learning and skill enhancement. Employees who are open to receiving and acting upon constructive criticism often develop new skills, refine existing ones, and become more proficient in their roles.

It also fosters resilience. Facing and overcoming criticism can build mental toughness. It teaches individuals to handle adversity, bounce back from setbacks, and develop emotional intelligence—a crucial aspect of personal growth.

How to give negative feedback with explanation examples?

Providing negative feedback is an art, not a science. It's a delicate dance that, when done right, can lead to personal growth, improved performance, and stronger relationships in the workplace. So, how can you deliver negative feedback with finesse? Let's break it down with some practical tips and real-life examples.

Choose the right time and place

Timing is everything. Avoid public settings or rushed conversations. Instead, schedule a private meeting where both you and the recipient can focus without distractions.

Example: "Hey, [Employee's Name], do you have a moment? I'd like to discuss something with you in my office."

Be specific and objective

Vague feedback won't cut it. Be clear about what went wrong, and base your feedback on facts and observations rather than assumptions.

Example: "During the presentation, I noticed that you missed several key points from the agenda, which made it challenging for the team to follow."

Balance criticism with praise

It's essential to strike a balance. Start with positive feedback, if possible, and then address the issue.

Example: "I appreciate your dedication and enthusiasm in our projects. However, I'd like to discuss some areas where we can make improvements."

Use "I" statements

Frame your feedback in a way that shows you're sharing your perspective, not making definitive judgments.

Example: "I felt that the report lacked some essential data that could have strengthened our proposal."

Listen actively

After delivering the feedback, allow the recipient to respond and share their perspective. Be open to their input and questions.

Example: "I'd like to hear your thoughts on this and how we can work together to address these issues."

Offer constructive solutions

Instead of leaving the recipient hanging, provide suggestions for improvement or offer assistance.

Example: "To enhance your presentation skills, we can schedule some training sessions or provide you with resources."

After the initial conversation, don't forget to check in periodically to track progress and offer support.

Example: "Let's touch base in a few weeks to see how you're doing and if there's anything else you need."

Negative feedback on communication skills examples

Effective communication skills are the backbone of success in any workplace. Yet, there are times when employees fall short, and offering constructive feedback becomes essential. Let's explore some real-life examples of negative feedback on poor communication skills, illustrating where things went wrong and how they can be improved:

1. Lack of clarity

Example of negative feedback: "During the team meeting, your presentation lacked clarity. Your points were scattered, making it hard for the team to follow your message."

2. Interrupting others

Example of negative feedback: "In group discussions, you tend to interrupt your colleagues before they finish their thoughts. It's essential to let others speak and contribute."

3. Poor listening skills

Example of negative feedback: "During client meetings, you often seem distracted and fail to actively listen. This can give the impression that you're not fully engaged in the conversation."

4. Inadequate nonverbal communication

Example of negative feedback: "Your body language in meetings can come across as disinterested. Make an effort to maintain eye contact and engage more with your facial expressions."

5. Excessive jargon

Example of negative feedback: "When explaining project details, you sometimes use technical jargon that not everyone understands. It's important to communicate in a way that's accessible to all team members."

6. Failure to seek clarification

Example of negative feedback: "When given complex tasks, you tend not to seek clarification, which can lead to misunderstandings. Don't hesitate to ask questions for better comprehension."

Negative feedback to colleagues examples

Constructive feedback among colleagues is vital for a harmonious and productive work environment. Let's delve into some examples of negative feedback to colleagues that address common workplace issues with a friendly and supportive tone:

• Missed deadlines: "Hey [Colleague's Name], I've noticed that you've missed a few project deadlines recently. It's impacting our team's progress. Can we discuss ways to improve our workflow and meet our goals more consistently?"
• Lack of collaboration: "I've noticed that you've been working more independently lately. It would be great if we could collaborate more effectively as a team. How can we ensure better communication and cooperation?"
• Negative attitude: "Sometimes, it seems like you have a negative attitude in meetings. It's important for our team's morale to maintain a positive atmosphere. Can we work together to address any concerns and keep things more upbeat?"
• Ineffective communication: "I've found it challenging to understand your emails. It would be helpful if we could make our communications more concise and clear. Do you have any suggestions to improve our correspondence?"
• Lack of accountability: "There have been instances when it appeared that you didn't take responsibility for some project issues. How can we ensure that we're all accountable for our actions and work together to find solutions?"

How do you give negative feedback at work: 7 Effective tips

Picture this: You're an employer, and you've noticed a drop in the quality of work from one of your employees. You know it's time for some feedback, but you're worried about how they'll take it. Sound familiar?

Giving negative feedback at work can be like tiptoeing through a minefield, but it's an essential part of fostering growth and improvement within your team. So, how do you navigate this delicate terrain effectively? Here are seven tips from an employer's perspective:

1. Start with a relatable question:

Before diving into the feedback, open the conversation with a question that sets the stage for constructive dialogue. For example, "Can we discuss your recent project to understand how we can improve together?"

2. Choose the right time and place:

Timing matters. Find a suitable moment to provide feedback in a private and quiet setting. Avoid to deliver negative feedback in front of colleagues or during a high-stress situation.

3. Be specific and objective:

Effective feedback is clear and based on specific observations. Instead of saying, "Your work has been subpar lately," say, "I noticed errors in the last two project reports, which could impact our client's satisfaction."

4. Use the "Sandwich" approach:

Sandwich the negative feedback between positive comments. Start with something positive to create a receptive atmosphere, provide negative feedback, and end with constructive suggestions for improvement.

5. Encourage self-reflection:

Instead of telling the employee what they did wrong, ask open-ended questions that prompt them to reflect on their performance. For instance, "What do you think went well in this project, and where do you see room for improvement?"

6. Offer solutions and support:

Negative feedback should be a stepping stone to improvement, not a dead-end street. Provide guidance and resources to help the employee address the issues raised. Collaborate on an action plan for improvement.

7. Keep emotions in check:

Stay composed and avoid getting emotional during the feedback session . Focus on the issue at hand and avoid personal attacks. Emphasize that your goal is to help the employee grow and succeed.

Remember, giving constructive feedback is not about blame or punishment; it's about fostering a feedback culture of continuous improvement. When done correctly, it can lead to personal and professional growth for your employees and contribute to the overall success of your organization.

To illustrate these tips in action, let's consider an example:

Scenario: Sarah, a marketing team member, has been consistently missing deadlines.

Effective feedback approach:

• Start with a relatable question: "Sarah, I've noticed some delays in your recent projects. Can we discuss your workflow and explore how we can improve our project timelines?"
• Choose the right time and place: Schedule a private meeting to discuss the issue, ensuring there are no distractions.
• Be specific and objective: "In the last two projects, we observed that deadlines were missed, which resulted in delays in our overall marketing campaigns."
• Use the "Sandwich" approach: "Sarah, you have great creativity and bring valuable insights to our team. However, I've noticed some challenges with meeting project deadlines. We believe in your potential to overcome this and continue contributing positively."
• Encourage self-reflection: "What do you think might be causing these delays? Are there any obstacles you're facing that we can help you address?"
• Offer solutions and support: "Let's work together to identify strategies to improve your time management and prioritize tasks effectively. I can provide time management resources and support to ensure you meet project deadlines moving forward."
• Keep emotions in check: Maintain a composed and empathetic demeanor throughout the conversation, emphasizing your commitment to Sarah's growth and success within the team.

How to give negative feedback in a positive way examples?

Giving negative feedback in a positive way is like a magic trick in the workplace. When done right, it can transform an awkward or challenging situation into an opportunity for growth and improvement. Let's explore some examples of how to provide negative feedback in a way that promotes positivity and constructive change:

• Start with a positive note: "I want to begin by saying how much I appreciate your dedication and hard work on the project. You've shown great commitment."
• Be specific and objective: "However, during the last team meeting, there were a few instances where your tone came across as dismissive, making it challenging for others to share their ideas.
• Use "I" statements: "I felt that the team dynamics could improve if we ensure that everyone's voice is heard and respected."
• Offer a solution: "To address this, we could try implementing a 'no interrupting' rule during meetings. This way, we can create a more inclusive environment where everyone feels valued."
• Seek their input: "What are your thoughts on this? Do you have any suggestions on how we can make our meetings more productive and respectful?"
• Emphasize the bigger picture: "Remember, our goal is to collaborate effectively and bring out the best in each other. By addressing this issue, we can create a more harmonious and productive team."
• Follow up: "Let's check in next week to see how the 'no interrupting' rule is working for our meetings. Your feedback will be invaluable in making sure we're on the right track."

Constructive ways to respond to negative feedback

Have you ever received negative feedback at work that left you feeling a bit deflated? It happens to the best of us, but here's the silver lining: how you respond to negative feedback can be a game-changer for your personal and professional growth. Let's explore some constructive ways to respond to criticism:

1. Stay calm and listen:

Statement: "Thank you for sharing your feedback. I appreciate your honesty, and I'm eager to learn how I can improve."

2. Avoid defensiveness:

Statement: "I understand your concerns, and I'm open to discussing ways I can address them."

3. Seek clarification:

Statement: "Could you provide more specific examples or details about the areas where you think I could improve?"

4. Reflect and self-evaluate:

Statement: "I'll take some time to reflect on your feedback and see how I can apply it to my work."

5. Identify actionable steps:

Statement: "I'll work on implementing your suggestions and look for opportunities to enhance my skills."

6. Ask for support:

Statement: "If you have any resources or additional guidance that could help me improve, please share them."

7. Follow up:

Statement: "I'd like to revisit this conversation in the future to discuss my progress and ensure I'm making the necessary improvements."

8. Maintain a positive attitude:

Statement: "I see this as an opportunity to grow and develop in my role, and I'm committed to making positive changes."

What is negative bias in the workplace?

Imagine this: you're in a meeting, and a colleague presents a new idea. Your initial reaction is to dismiss it without a second thought. Or perhaps, you find yourself frequently criticizing a coworker's work, even when it's objectively excellent. That's negative bias in action.

Negative bias, also known as negativity bias, is our natural tendency to focus more on negative information and experiences than positive ones. In the workplace, this bias can manifest in various ways. It might involve unfairly scrutinizing an employee's mistakes while overlooking their achievements, making hasty judgments based on stereotypes, or unfairly favoring certain employees over others.

The consequences of negative bias can be severe. It erodes trust among team members, stifles creativity, and creates a toxic work environment. Ultimately, it can lead to lower job satisfaction and increased turnover rates.

Recognizing and addressing negative bias is crucial for building a healthy workplace culture. Encourage open dialogue, diversity, and inclusion , and provide training to help employees become aware of their biases. By doing so, you can foster a more positive and productive workplace where everyone has an equal chance to thrive.

How to handle negative upward feedback examples?

Let's explore some constructive ways to handle negative upward feedback, using scenarios and statements to illustrate each point:

1. Open-minded reception:

• Scenario: Emma, a dedicated team member, shares concerns about micromanagement.
• Statement: "Thank you, Emma, for sharing your thoughts. I value your input and am committed to creating a more empowering work environment . Can you provide more details on situations where you felt micromanaged?"

2. Seek clarity and examples:

• Scenario: Mark expresses concerns about unclear communication within the team.
• Statement: "I appreciate your feedback, Mark. To address this issue effectively, can you share specific instances where you felt communication was unclear, so I can understand better and work on improvements?"

3. Reflect and self-evaluate:

• Scenario: Sarah raises issues related to work-life balance and overtime expectations.
• Statement: "Sarah, your well-being and work-life balance are important to me. I'll take some time to reflect on our current practices and see how we can create a healthier work environment for everyone."

4. Acknowledge areas for improvement:

• Scenario: Michael provides feedback about the need for more leadership development opportunities.
• Statement: "Michael, your desire for leadership development aligns with our goals. I'll explore ways to provide more training and mentorship opportunities for team members interested in leadership roles."

5. Show commitment to change:

• Scenario: Emily expresses concerns about unequal workload distribution within the team.
• Statement: "Emily, I take your feedback seriously. I'll work on ensuring fair workload distribution, and I encourage you to share any workload-related issues as they arise so we can address them promptly."

6. Encourage continuous feedback:

• Scenario: Jason highlights the need for more transparent decision-making processes .
• Statement: "Jason, I'm committed to enhancing transparency in our decision-making. Let's keep the lines of communication open, and please continue to provide feedback to help us improve."

7. Follow up and share progress:

• Scenario: Linda provides feedback about improving team recognition and appreciation .
• Statement: "Thank you, Linda, for your input. I'll implement some changes to recognize and appreciate our team's efforts better. I'll keep you updated on our progress."

8. Transparency in decision-making:

• Scenario: Alex expresses frustration about not understanding the rationale behind certain decisions.
• Statement: "Alex, your feedback highlights the need for more transparency in our decision-making processes. I'll make it a priority to provide clearer insights into how and why certain decisions are made."

9. Team collaboration and input:

• Scenario: Rachel suggests implementing regular team meetings to encourage collaboration and idea sharing.
• Statement: "Rachel, your suggestion for regular team meetings is valuable. Let's initiate these meetings to foster collaboration and encourage everyone's input in shaping our projects."

10. Equal opportunities for growth:

• Scenario: Tom raises concerns about favoritism in promotions and career development .
• Statement: "Tom, I appreciate your honesty in addressing this issue. Our commitment is to provide equal opportunities for growth. Let's work together to ensure that promotions and career development are based on merit and potential."

11. Providing adequate resources:

• Scenario: Jessica points out the need for additional training and resources to meet project demands.
• Statement: "Jessica, your feedback about the need for more resources is noted. I'll explore options to provide the necessary training and tools to support our team's success."

What are the consequences of not providing negative feedback at the workplace?

Effective feedback is a cornerstone of a thriving workplace. While positive feedback is often readily given, negative feedback is equally crucial for personal and organizational growth. However, failing to provide negative feedback can have significant consequences.

Here are ten consequences of not providing negative feedback in the workplace:

• Stagnation: Without negative feedback, employees may remain unaware of their shortcomings and areas for improvement. This can lead to stagnation in their skills and performance.
• Repetition of errors: When mistakes or issues are left unaddressed, they tend to recur. Lack of feedback can perpetuate a cycle of errors and inefficiencies.
• Low morale: Employees may become frustrated and demotivated when they receive no feedback, particularly if they suspect they are underperforming. Low morale can spread throughout the team .
• Misalignment with goals: Failing to provide negative feedback means employees might not fully grasp how their actions align with organizational goals. This can hinder the achievement of company objectives.
• Lost opportunities for growth: Negative feedback can be a catalyst for personal and professional growth. Without it, employees may miss opportunities to develop their skills and advance in their careers.
• Communication breakdown: Lack of feedback can lead to communication breakdowns within teams. Employees might not feel comfortable discussing issues or collaborating effectively.
• Quality decline: In the absence of corrective feedback, the quality of work can suffer. This can harm the reputation of the organization and its products or services.
• Conflict avoidance: When negative feedback is avoided, conflicts may simmer beneath the surface. Unresolved conflicts can escalate and disrupt team dynamics.
• Retention issues: Employees who do not receive feedback on their performance may seek opportunities elsewhere, leading to higher turnover rates .
• Missed innovation: Honest feedback encourages creativity and innovation. Without it, employees might hesitate to share new ideas, hindering the organization's ability to adapt and thrive.

The role of feedback in growth mindset

Feedback is like a mirror that reflects areas for improvement. It encourages individuals to view challenges as opportunities for growth rather than setbacks. As an employer, when you provide feedback that is specific, constructive, and forward-looking, you instill in your team the idea that improvement is not just possible but expected.

Moreover, feedback fosters resilience. It teaches employees to embrace setbacks and failures as valuable learning experiences. By acknowledging their efforts and guiding them toward improvement, you empower them to persevere and adapt, which is a fundamental aspect of a growth mindset.

It also encourages self-reflection. When employees receive feedback, it prompts them to examine their actions and behaviors critically. This introspection leads to a deeper understanding of themselves and their potential for growth.

Furthermore, feedback promotes a company culture of continuous learning . By consistently providing performance feedback, you signal to your team that growth is an ongoing journey. This culture of learning is at the heart of a growth mindset.

It's important to note that feedback should always be delivered with empathy and support . Employees are more likely to embrace a growth mindset when they feel valued and respected. Encourage open dialogue, invite their input, and provide resources and opportunities for development.

In the world of business, growth and improvement are the cornerstones of success. And as we've explored the transformative power of negative feedback loops, we've come to understand that it's not about criticism but about growth opportunities.

When handled with care and delivered constructively, negative feedback mechanisms can be the catalyst for personal and professional development.

But here's the exciting part - fostering a culture that embraces feedback is easier than ever with tools like CultureMonkey's employee engagement survey platform . It's not just about giving feedback; it's about creating an environment where feedback is welcomed, valued, and leveraged to drive change through positive feedback loops.

With CultureMonkey , you can easily collect employee feedback, identify areas for improvement, and empower your team to grow and thrive.

So, if you're looking for the best way to foster a culture of growth and improvement within your organization, give CultureMonkey a try. Embrace the power of feedback, and watch your team reach new heights of success.

Santhosh is a Jr. Product Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.

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20 Examples Of Negative Feedbacks & Best Practices

By Christina Colclough

Last updated: April 1, 2024

Dealing with negative feedback in the workplace can sometimes feel like walking a tightrope. You want to address issues but are also wary of damaging team morale or creating tension among colleagues. But fear not – offering constructive criticism can be a powerful tool for enhancing teamwork, communication, and overall performance. The trick lies in how you deliver the message.

In this guide, we’re ditching the generic advice and providing real-life examples and practical strategies. Keep scrolling down!

In this article:

What is negative feedback.

Negative feedback is essentially feedback that focuses on identifying areas where things didn’t go as planned or didn’t meet expectations. It serves as a signal for areas needing improvement. While it may highlight shortcomings, it’s also about providing constructive insights on how to address those issues and make enhancements.

Constructive Feedback

Constructive feedback is like a helping hand. It’s given with the aim of helping someone get better. This type of feedback looks at both the good and the not-so-good parts of someone’s work or behavior. 

Then, it offers specific advice on how to make improvements. Constructive feedback is meant to be supportive and encouraging, creating an environment where people feel motivated to learn and grow.

Destructive Feedback

Destructive feedback is the opposite of helpful. Instead of lifting someone up, it brings them down. This kind of feedback is hurtful and doesn’t offer any real solutions. 

It might just criticize without offering any guidance on how to improve. Destructive feedback can damage relationships and confidence, making it harder for people to grow and succeed.

4 Different Types of Negative Feedback

Evaluative Feedback

This type of feedback involves comparing someone’s performance to a standard or set of criteria. It’s like using a yardstick to measure how well they’re doing. Evaluative feedback gives a clear indication of where someone stands and what areas they need to focus on to meet expectations.

Example : “In your presentation, you missed addressing two key points outlined in the project brief. While your delivery was engaging, it’s essential to ensure all relevant aspects are covered to meet our client’s expectations.”

Directive Feedback

When you give directive feedback, you’re telling someone exactly what they need to change or do differently. It’s like giving them a roadmap for improvement without any ambiguity. This type of feedback is especially useful when immediate action is needed or when specific adjustments are required.

Example : “Your report needs more detailed analysis in the financial section. Please include specific data points and trends to support your findings.”

Coaching Feedback

Coaching feedback takes a more collaborative approach. Instead of just pointing out flaws, it helps individuals identify their weaknesses and develop solutions. It’s like being a supportive coach who guides them through self-discovery and encourages them to take ownership of their development.

Example : “I noticed that you struggled with time management during the project. Let’s work together to identify strategies that can help you prioritize tasks and stay organized in future assignments.”

Expert Feedback

Leveraging your expertise, expert feedback goes beyond general observations to provide tailored insights and solutions. It’s like having a specialized consultant who can pinpoint precise problems and offer targeted advice. Expert feedback is particularly valuable for addressing complex issues or challenges that require specialized knowledge.

Example : “As someone with experience in marketing, I suggest refining your social media strategy to target a more niche audience. This could involve leveraging analytics to identify demographics that align with our brand’s objectives.”

Why Giving Constructive Feedback is Necessary

Let’s face it: Giving feedback, especially constructive criticism, can make others feel uncomfortable. But it’s essential for growth, both for your colleagues and for the entire team.

1. Unlocking Potential

We all have blind spots. Constructive feedback helps colleagues see areas where they can improve, unlocking their full potential and allowing them to excel.

2. Stronger Teamwork

Imagine a team where everyone is operating at their best. Constructive feedback helps create that synergy by identifying areas where colleagues can support each other and work more effectively.

3. Improved Performance

By addressing weaknesses, colleagues can significantly improve their performance. This translates to better results for projects, higher quality work, and, ultimately, a stronger team overall.

4. Building Trust

Open and honest communication, including constructive feedback, fosters trust within a team. Knowing that teammates have your back and are willing to offer helpful criticism creates a safe space for learning and growth.

5. Fostering Innovation

Constructive feedback encourages healthy debate and challenges the status quo. This can spark creativity and lead to innovative solutions and approaches.

How to Deliver Negative Feedback Effectively

Preparation and planning.

Before delivering any criticism, take time to organize your thoughts and identify the specific behavior or issue you wish to address. Consider the impact on the team or project and how it aligns with company values. This preparation ensures your feedback is constructive and relevant.

Timing and Setting

Choose an appropriate time and place for delivering feedback. Opt for a moment when the recipient isn’t under undue pressure or stress. Schedule a private meeting to discuss matters candidly, avoiding public settings for feedback discussions.

Start on a Positive

Initiate the conversation by highlighting the recipient’s strengths and contributions. This sets a positive tone and fosters openness to receiving feedback. Recognizing their efforts demonstrates your appreciation and balances the conversation.

Be Specific and Offer Examples:

Provide specific instances or examples to illustrate your feedback clearly. Vague criticisms can confuse and hinder improvement. For instance, instead of stating, “Your communication skills need improvement,” specify, “During yesterday’s team meeting, your interruptions disrupted the flow of discussion.”

Focus on Behavior, Not Person

Direct your feedback towards actions or behaviors rather than personal characteristics. Avoid making assumptions or resorting to personal attacks. For example, instead of saying, “You’re lazy,” say, “I’ve noticed missed deadlines. Is there a reason for the delay?”

Use “I” Statements

Frame your feedback using “I” statements to express your perspective without assigning blame. For instance, say, “I observed errors in recent work,” rather than, “You always make mistakes.”

Listen and Encourage Dialogue

After sharing feedback, actively listen to the recipient’s response. Encourage open communication by asking questions and avoiding interruptions. Understanding their viewpoint fosters mutual respect and trust.

Offer Solutions

Rather than solely highlighting issues, propose solutions or improvement suggestions. This demonstrates your commitment to their growth and success. Provide actionable steps they can take to enhance performance.

End Positively

Conclude the feedback session on an encouraging note. Acknowledge their strengths and express confidence in their ability to improve. Reinforce positivity by affirming their potential and offering support.

Follow-up and Provide Assistance

After giving feedback, stay in touch to provide ongoing support and resources for improvement. Check regularly to see how things are going and to address any issues that come up. Offering extra training or coaching could also help for long-term improvement.

Top 20 Negative Feedback Examples

• Missed Deadline: “Hey [colleague’s name], it looks like we missed the deadline for [project name]. No worries, mistakes happen. How can we prevent this next time? Maybe using a project management tool or breaking tasks into smaller steps could help?”
• Small Text on Slides: “Your slides are informative, but the text might be hard to read from the back. Want to increase the font size and use brighter colors for better visibility?”
• Unprofessional Email Tone: “Your email to [recipient] seemed a bit strong. Using a calmer tone might ensure a smoother message. I can review your drafts before you send them!”
• Poor Confidence: “Hey [colleague’s name], I’ve noticed you have some great ideas, but sometimes you hesitate to share them. Your input is valuable. Maybe we can brainstorm to help you feel more confident about sharing?”
• Technical Language: “Your reports are detailed, but sometimes the language can be too technical. Let’s simplify things a bit to ensure everyone can understand your points easily.”
• Interrupting Others: “During meetings, it seems like people speak over each other. How about we wait for everyone to finish speaking before jumping in? This way, everyone gets a chance to express themselves.”
• Poor Listening: “In meetings, it seems like some important points might get missed. Let’s practice active listening and summarizing what’s been said to ensure everyone is on the same page.”
• Team Collaboration: “We’re a team, and collaboration is key! Sometimes, it feels like tasks aren’t evenly distributed. How can we improve communication and teamwork to ensure everyone contributes and feels supported?”
• Overcommitment: “You’re always ready to lend a hand, which is awesome! But taking on too much can stress you out. Let’s chat about managing your workload – maybe we can find ways to share the load or use a handy to-do list app?”
• Inadequate Prioritization: “Sometimes those urgent tasks don’t get the attention they deserve. Ever heard of the Eisenhower Matrix? It’s a great way to sort out what’s important and tackle it first.”
• Inefficient Meeting Participation: “Meetings are important for teamwork, but they can drag on sometimes. How about we jazz them up with clear agendas and stick to our time limits? That way, we can get back to doing what we do best – getting stuff done!”
• Holding Grudges: “Hey, we’re all human, and sometimes things can rub us the wrong way. But holding onto grudges just makes things awkward. How about we have an open chat and clear the air? Sounds good?”
• Inflexibility: “Change is the only constant, right? But adapting to it can be a bit tricky sometimes. Let’s roll with the punches and brainstorm some solutions together. What do you think?”
• Lack of Empathy: “Understanding where others are coming from is key to building a strong team . Let’s make an effort to listen and see things from different angles. It’ll make our teamwork even stronger, don’t you think?”
• Lack of Vision: “Alright, let’s get real. Sometimes, it feels like we’re not all on the same page about where we’re headed in the long run. Why don’t we discuss and clarify our goals together? We need a clear vision to keep us motivated and moving forward.”
• Negative Attitude: “Positivity is key around here. Is there anything specific on your mind that’s bringing you down? Maybe focusing on solutions and celebrating achievements can help. We need to keep the energy upbeat in the office.”
• Unrealistic Expectations: “Aiming high is great, but let’s be practical too. Your goals might be a bit out of reach sometimes. I think you should set achievable deadlines and milestones.”
• Lack of Creativity: “We need to shake things up. Let’s brainstorm new ideas and try different techniques. We’ve got to ignite our creativity and find innovative solutions.”
• Failure to Learn from Mistakes: “We need to own up to our mistakes and figure out what went wrong. Let’s analyze our past slip-ups and use that knowledge to improve.”
• Ineffective Stress Management: “Work can be overwhelming, but you need to handle it better. Try stress management techniques like mindfulness or time management. We need to find that balance and keep our cool.”

When Is It a Good Time to Give Negative Reviews?

It’s best to provide negative feedback shortly after the incident while it’s fresh in both your minds. However, avoid addressing it in the heat of the moment; wait until you’ve both had a chance to cool down.

Additionally, if you observe your colleagues actively seeking feedback or improvement, they may be particularly receptive to constructive criticism. This is an opportune time to share your thoughts and suggestions.

When Not to Give Negative Feedback?

Wait if your colleague is stressed or overwhelmed, aiming for a calmer moment when they’re more receptive. Avoid giving feedback right before important deadlines or presentations to prevent adding extra pressure. Remember to always provide negative feedback in private, one-on-one conversations, avoiding public settings.

Did you get the hang of giving negative feedback? Great! Remember, it’s not just about what you say but also when and how you say it. Take the time to prepare, focus on specific behaviors rather than generalities, and offer constructive solutions. Above all, keep the tone positive and supportive – feedback is about growth, not blame.

Christina J. Colclough

Dr Christina J. Colclough is an expert on The Future World of Work and the politics of digital technology advocating globally for the importance of the workers’ voice. She has extensive regional and global labour movement experience, is a sought-after keynote speaker, coach, and strategist advising progressive governments and worker organisations.

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Quicklinks ‍

40+ negative employee feedback examples to deliver constructive criticism with clarity.

It's never easy to deliver negative feedback in a performance review, but it's an integral part of helping your employees grow.

92% of HBR survey respondents  believe  "negative (or 'redirecting') feedback, if delivered appropriately, is effective at improving performance." 

That said, there's a right way and a wrong way to go about it. ‍

Simply put, your goal should be to  deliver effective feedback  that is both

• constructive
• and diplomatic. 

➖ What is negative feedback ? 

Negative feedback overlaps with constructive feedback in that it's not focused on accomplishments so much as on  identifying areas for improvement .

There's an art to both delivering and receiving negative feedback.

But without harmony in this exchange, it can lead to bad feelings and even cause someone to quit their job. In this  employee feedback statistics  roundup, Gallup reports that only 10.4% of employees felt engaged after receiving negative feedback on the job.

Worse still, 4 out of 5 employees look for a new job elsewhere due to negative feelings following managerial feedback.

‍ 🕵️ What is negativity bias , and why does it matter?

Negativity bias in psychology  refers to our tendency to give more weight to negative information than positive information. In other words, we're more likely to remember our failures than our accomplishments. 

This tendency can significantly impact how employees perceive and react to feedback.

For example, if you receive 10 pieces of feedback and 9 of them are positive, but 1 is negative, the negative feedback is likely to have a much stronger impact on you than the positive feedback.

Leaders must be aware of negativity bias and make a conscious effort to counter it to ensure morale remains high. Your aim should be to deliver a balanced mix of positive and negative feedback.

💬 40 Negative employee feedback example phrases 

Ready to dish out some constructive criticism and redirect your team towards better behavior? We've divided negative feedback example phrases into 7 main categories to make it easy to work these into your performance reviews. Check out phrases in the following categories:

Communication 

Communication skills are essential in every work environment.

Effective communication skills are integral to maintaining healthy relationships, whether communicating with colleagues, customers, or friends.  Well-connected teams see a  productivity increase of 20-25% , and 97% of employees report that communication impacts their task executions on a daily basis.

Here are some negative feedback example phrases that you can use:

• I've noticed some of our quieter team members don't have the chance to speak in meetings. Please make an effort to ensure everyone has the opportunity to contribute."
• "I noticed that you interrupted X during their presentation. In the future, please, can you wait until they're finished speaking before you jump in?"
• "It's really important you keep in touch with progress updates. CC'ing me on emails would be a great way to do that."
• "I would find it helpful if you could provide more context when giving updates. That way, I can understand the situation better and provide better feedback."
• "When you're giving presentations, please try to make eye contact with the audience. I know it can be daunting, but it really helps engage with the listeners." ‍

Interpersonal 

Interpersonal skills are the soft skills we use to interact with others.

They include active listening, empathy, and social skills. If you're giving feedback to an employee about their interpersonal skills, here are some negative feedback example phrases to use:

• "Some of our new hires haven't had the chance to get to know you yet. Please take some time to introduce yourself and get to know them better."
• "I noticed you seemed a bit frustrated with X during yesterday's team lunch. In the future, perhaps try to keep your tone more even."
• "I know you're passionate about your work, but sometimes it comes across as aggressive. I'd like to see you tone it down a bit."
• "I know you're under a lot of pressure, but it's important to take breaks when you need them. In the future, if you're feeling overwhelmed, please let me know, and we can work on a plan to help you manage your workload."
• "I know it can be difficult to hear criticism, but it's important to try to take it on board. Try to be more open to feedback conversations. They'll help you grow individually, and it's also important for our team performance." 

Problem-solving 

Being able to identify and solve problems effectively helps keep the business's wheels well-oiled and running smoothly.

‍ In fact, the  World Economic Forum Future of Jobs Report  lists critical thinking and problem-solving as top of the list of skills that are a must in the next five years.  If you're offering corrective guidance to an employee about their problem-solving skills, here are some negative feedback example phrases to use: 

• "I wanted to give you some feedback on your recent project. I think it went well overall, but a few areas could be improved. I've written some suggestions down, and I'm happy to discuss them with you further."
• "I know you're capable of hard work, and I think that brainstorming with the team would help you come up with some fresh ideas."
• "We could have faced the problem we're facing with better planning. I'm confident you'll be able to find a solution, but can we follow up on this to stay on track?"
• "We've come up against some challenging roadblocks recently, and I know it's frustrating. I just wanted to let you know that I'm here to support you and help you brainstorm solutions."
• "I know it's been a tough few weeks, and I think if you tried to think a little more outside of the box when looking for solutions, we'll achieve the results we're looking for. I wanted to let you know that I'm here to help you, and I have faith in your ability to problem-solve." ‍

Employees who are aligned with your company culture and values are more likely to be engaged and productive.

A  Slack State of Work report  found that 90% of aligned employees understand how to be successful within the organization and 75% feel empowered to make strategic business decisions.  If this is an area your team members need support with, consider the following phrases: 

• "Our recent client meeting became heated, which didn't show our company in a positive light. In the future, it would be great if we could try to keep our cool and present a united front."
• "I know you're very active on social media, but bear in mind that everything you write online can be linked back to our company. In the future, please avoid posting anything that could reflect poorly on us."
• "I feel we need to revisit our company values and mission to ensure we're on the same page. I'm happy to discuss this further with you and get your input."
• "I feel there's a lack of team alignment at the moment, and we could benefit from some bonding time outside of work. I know you don't often make yourself available for these meetups, but it would help the team if you could join us."
• "I feel like our team's goals and objectives are not aligned with the company's wider strategy. Can we check in to discuss this further so that everyone is on the same page?"

Motivation 

Employee motivation can be a challenge, with only  15% of employees worldwide  falling within the 'engaged' category.

But it's important to find ways to keep your team motivated to meet your productivity and retention goals. 

• Team morale seems low at the moment, and I've noticed you don't seem engaged in your work. This is impacting other team members. Please try to participate more and show some enthusiasm."
• "I know you're not happy with the current project you're working on, but it's important to try and stay positive. What can I do to help you feel more motivated?"
• "I know you're finding your current workload challenging, but I believe in your ability to get the job done. I'm here to support you, so please let me know if you need help."
• "It seems like you're not enjoying your work at the moment. Is there anything I can do to help you feel more fulfilled in your role?"
• "We've had some enthusiastic new hires join us recently, but your energy hasn't matched theirs. It's important to stay positive and motivated in your work, so please let me know if there's anything I can do to help you."

Efficiency 

A recent  survey of almost 2,000 employees  found that the average office worker is productive for just 2 hours and 53 minutes of the working day.  And the impact of video conferencing and collaboration tools is costing as much as  $1,250 per employee per month  in wasted time.  Encourage your employees to work smarter by making it clear you're there to offer support while giving them the space to find their own solutions.

• "I'm concerned that your productivity seems to have taken a dip recently. Can we brainstorm some ways to help you work more efficiently?"
• "It seems like you're struggling to stay on top of your workload. Can I help you prioritize your tasks to focus on the most important ones?"
• "I know you're taking on a lot at the moment, but I'm concerned that your work is suffering as a result. Can we talk about ways to help you manage your time more effectively?"
• "I know you have a lot going on in your personal life, but I'm worried that your work is starting to suffer. Let's talk about ways to help you manage your time more effectively and plan some vacation if you need it."
• "We've recently switched to a new project management system which is designed to streamline our processes and make things easier for the team. But I don't feel you've embraced the new system. Can we talk about how it can help you be more efficient in your work?"

Leadership 

International Keynote Speaker  Shola Kaye  explains, 

‍ "Employees aren't the only ones who can receive feedback about their performance at work. As a manager or business leader, it's important to receive feedback from your employees so you can understand how you're doing and what you need to do to improve. While every manager hopes for positive feedback, they may still receive negative feedback from time to time, and it's how they respond to that feedback that can really make the difference." 

💼 Negative feedback examples for managers from their boss 

This type of one-to-one feedback is similar to any other employee performance review in your organization.

The only difference is there will be a focus on performance management and leadership skills to ensure the feedback recipient is nurturing the talent under their wing. 

• "I've noticed that you're not delegating tasks to other team members as much as you used to. I understand that you want to keep control of the project, but it's important to delegate so that other team members can develop their skills. Can we talk about how you can delegate more effectively?"
• "Your direct reports rely on you to provide guidance and support. But I've noticed that you're not giving them enough performance feedback, which is impacting their work. Can we talk about how you can provide more constructive guidance?"
• "I know you're passionate about your work, but I've noticed that you're not letting your team share their ideas. It's important to create a culture of growth where everyone feels comfortable sharing their thoughts and opinions. Can we work on this? 
• "It's important for our leadership team to be visible across the organization and set a great example to our entry-level employees. Can you try to be more active on the company's social media channels and attend more networking events?"
• "I've noticed that you're not engaging with your team as much as you used to. It's important for team members to feel like they can approach you with their ideas and concerns. Can you come up with ideas to be more collaborative?

✍️ Negative feedback for manager from employee examples

360 review processes  are a two-way street, so leaders will also receive feedback from their own direct reports or employees within the organization.

 Here are some examples employees can use in their real-life reviews: 

• "I don't feel like my voice is heard in our team meetings. I understand that you're trying to keep control of the discussion, but it would be helpful if you opened up the floor for more discussion."
• "I feel like I have to tiptoe around you because you're so easily offended. It makes it difficult to have an honest conversation."
• "I don't feel like you trust me to do my job. I understand that you want to micromanage because you're worried things will fall through the cracks, but it's preventing me from doing my best work."
• "I don't feel like my work is valued. I know that you're busy, but it would mean a lot if you took the time to give me feedback on my projects."
• "I feel like you're playing favorites with certain team members. It creates a lot of tension within the team and makes it difficult to work together."

💬 Would you like some more examples, and extra tips and tricks? Then, check out our article Peer Review Examples: 50 Effective Phrases for Your Next Performance or Skill Review.

💡 Delivering negative feedback: 7 Effective tips

There are a few important things to keep in mind when passing negative feedback on to your team members. 

Be specific and objective

When critiquing an employee's behavior or performance, ensure that the feedback is constructive and not demotivating.

‍ Nicola Smith  offers Outsourced Human Resources support for business owners & managers.

She explains,  "Be specific. Keep in mind the purpose is to improve the performance of your employees."

Use "I" statements

Feedback that starts with "you" can be confrontational.

For example,   "you're always late"  is more likely to provoke a defensive reaction than  "I noticed that you were late to work today."

Focus on the behavior, not the person ‍

Describe the action or behavior you want to avoid, for example, interrupting each other during meetings. Then offer suggestions to demonstrate how your feedback recipient could improve their participation in group discussions. 

Avoid using absolutes ‍

Cut words like "always" and "never" out of your feedback. These absolutes are rarely accurate, and they also tend to be demotivating.

Be aware of your tone ‍

The way you say something is often just as important as what you say. When delivering negative feedback, it's important to be aware of your tone of voice and body language. If you come across as angry, judgmental, or sarcastic, your feedback will be less effective.

Use the feedback sandwich ‍

This popular performance review technique focuses on sandwiching negative feedback in the middle of two positive pieces of feedback. 

Always plan ahead ‍

"Taking time to plan what you're going to say and how you're going to say it beforehand can make or break the successful delivery of negative feedback," says David Levine , former Chief of Staff at the White House Office of Administration.

Zavvy offers an AI-powered employee feedback tool that makes giving and receiving feedback easy and effective.

You can use Zavvy's AI coach for tips and tricks on framing feedback the right way.

Or just ask Zavvy's AI directly in your feedback survey for better ways to formulate your input.

🤚 5 Examples for handling negative feedback

If it's challenging to dish out critical feedback, receiving it is even more difficult.  But if you can learn to accept and receive negative feedback in a constructive way, it can be a valuable tool for helping you grow and develop in your career.

In most cases, the person giving the feedback wants to see you thrive, so keep that in mind even if you're feeling wounded. 

Career Coach  Ekua Cant   says:

" Clarity can be gained by getting constructive feedback. The problem I have found is sometimes I am guilty of some of these listening sins too: - Predicting what I think will be said and not actually listening. - Deciding the feedback holds no value for me and letting it wash over me without digesting.  - Obsessing about the guilt, shame, or negative feelings and again not coming from a place of curiosity about the feedback being delivered. - Not acting on really helpful feedback stings because it makes me question if I've been doing it right or what I had believed instead of being open to learning and growth." 

Here are some examples of how to respond to negative feedback. 

• "I'll be honest, I feel a little confused about the feedback, but I'm absolutely committed to doing a great job for the team. Can you give me some specific examples of what you're referring to?"
• "This is really useful, thank you. I'd love to discuss this from my point of view, and perhaps suggest some training opportunities I'm interested in. Would that be okay?"
• "Thanks for letting me know. This has given me a chance to consider exploring other roles in the company. Could we sit down and chat about the available opportunities?"
• "This is tough to hear, but I appreciate your honesty. I'm going to take some time to think about this and see if there's anything I can do to improve. In the meantime, can we brainstorm some ideas for how I could delegate more effectively?"
• "Thank you for your feedback. It sounds like you think I could have handled the situation better. Can you give me some specific examples of what I could have done differently?"

➡️ Create a company culture of feedback and growth with Zavvy

Delivering negative feedback is a part of any feedback process, as uncomfortable as it may seem sometimes. It is as important as reinforcing (positive) feedback in promoting a growth mindset in your organization .

The key is to present the feedback as an opportunity for change rather than a threat to your people. Your goal should be to motivate your employees and enable their growth journey .

Employee growth is our specialty at Zavvy. We have developed a suite of tools that:

1. Enable your company to quickly set up feedback cycles where multiple reviewers can share feedback for your employees.

Our feedback solution is highly customizable, scalable, and you can tailor it to your specific needs (e.g., you can collect feedback anonymously or not, the choice is all yours.

2. Advanced feedback analytics that will showcase the strengths and weaknesses of your people, as well as any skill gaps. Take advantage of skills matrices, spider webs and individual feedback reports.

3. Development plans that enable your people to turn any weakness into opportunity for growth.

4. Extensive training library with hundreds of learning resources curated by our learning scientists. No matter the employee development area, we have the course for it.

5. Career paths that will motivate your people to put in the work to reach the next levels of their careers.

Our platform is highly customizable, scalable, and you can tailor it to your specific needs.

Giving feedback is the easier part. Making that feedback drive meaningful change and improve performance is the biggest challenge. Zavvy's suite of tools and team of experts will help you drive a high-performance culture in your organization.

What is constructive feedback?

Constructive feedback is also known as redirecting feedback.This means that you focus on offering corrective suggestions for improvement rather than simply criticizing an employee's negative behavior or performance.

All types of feedback should be:

• objective

• and actionable.

For example, rather than saying, "you're lazy," you might say, "I noticed that you took longer lunch breaks last week than you usually do. In the future, I'd appreciate it if you could keep your lunch breaks to 30 minutes."

What is the most common negative feedback?

The most common negative feedback focuses on areas for improvement rather than accomplishments. Here are the key points to consider:

• Negative feedback helps employees grow and develop by addressing specific behaviors or performance issues.
• It provides valuable insights and guidance for enhancing effectiveness and productivity.
• The purpose is to empower employees to make positive changes and reach their full potential.
• Effective negative feedback is specific, objective, and actionable, delivered respectfully for professional growth.

Where to get started with negative and constructive feedback?

Foster a feedback culture:

• Encourage open communication and a supportive environment.

Set clear expectations:

• Define performance standards and guidelines for constructive feedback.

Focus on specific behaviors:

• Identify areas for improvement and address them directly.

Offer actionable suggestions:

• Provide practical guidance to help individuals grow.

By following these steps, you can initiate the process of giving effective negative and constructive feedback to promote growth and development within your team.

When should I give feedback?

It's best to give feedback as soon as possible after the event, giving the recipient time to process it and take action if needed. The sooner, the better!

Alex is a marketer at Zavvy. On this blog, he mainly shares insights gained from discussions with selected experts and from helping our customers set up and improve their onboarding or learning programs.

Als Nächstes lesen

What is Negative Feedback?

How to give negative feedback in a positive way (with examples), when to provide negative feedback.

• 15 Examples of Negative Feedback For All (Almost) Situations
• Positive Impact of Negative Feedback

Creating a Feedback Culture with Beams.ai

Key takeaways.

Tanya Kravchuk

Negative Feedback Examples: The Science of Criticism That Actually Works

Receiving or giving negative feedback is never easy. It can be disheartening and even discouraging. Some managers like to dwell on the positive and ignore the negative in the hope that their employees will suddenly start performing better in all areas. However, negative feedback is not something to shy away from. In fact, it can be a powerful tool for personal and professional growth. In this article, we will explore examples of negative feedback and how they can be turned into opportunities for improvement. From performance reviews to lack of motivation, we will discover how to give negative feedback in a positive way. 

So, let’s dive in and learn from these valuable examples of negative feedback.

Essentially, the term “ negative feedback ” describes the process by which an employer or employee receives criticism and suggestions for improvement. As the renowned author, speaker, and business consultant Ken Blanchard once said, “ Feedback is the breakfast of champions. “ You might already receive negative feedback at work in the typical employee life cycle: in a 90-day review after the probation period or in a 360 feedback . They could be about a blunder or something you could have done better. The purpose of negative feedback is multifaceted. Initially, it highlights places where you have room to grow. You can think of it as a light traffic signal that keeps you from getting stuck in traffic or going in the wrong direction. Secondly, it promotes progress and advancement. Which of these is an example of negative feedback here? A) “Great job on your presentation. You really nailed it!”

B) “Your presentation was good, but I noticed a few areas where you could improve.”

You might say the correct answer is, obviously, B. While both statements may seem like feedback, only B provides a kind of negative but more like constructive criticism and suggestions for improvement. Negative feedback is often seen as the opposite of positive feedback, which focuses on praising and reinforcing good behavior or performance. 

So, what is the difference between negative, positive, and constructive feedback?

Positive vs. Constructive vs. Negative Feedback at Work (with Examples)

Generally, feedback at work can be categorized into three main types: negative feedback, positive feedback, and constructive feedback. Each encourages professional growth and performance improvement in its own way.

Negative Feedback

Purpose: Negative feedback often gets a bad rap, but it holds a great deal of value when it comes to personal and professional growth. As a result, people are better able to identify areas where they can improve their performance.

Example: “ The report you turned in had a couple of mistakes that need to be fixed. Let’s go through them together so you can understand how to improve in the future .”

Positive Feedback

Purpose: The goal of positive feedback is to recognize and encourage actions or results that are in line with the company’s goals. It shows appreciation for a well-done job, boosts morale, and motivates people.

Example: “ Your presentation was excellent; you effectively communicated key points, and your use of visuals enhanced the overall impact. Great job! “

Constructive Feedback

Purpose: Constructive feedback is a balanced approach that combines elements of both positive and negative feedback. It aims to provide specific insights for improvement while also recognizing strengths.

Example: “ Your project proposal was well-researched and organized, but there’s room for improvement in the analysis section. If you provide more detailed data and insights, it will strengthen the overall proposal .”

One poll found that more than 80% of employees were so upset after a review that they chose to look for a new job. Your words and how you say them should be weighed carefully to prevent making someone feel that way.

Here are some step-by-step tips for giving negative feedback in a positive way.

1. Prepare and Plan

Before giving any kind of criticism, it’s essential to prepare and plan what you want to say. Take some time to gather your thoughts and think about the specific behavior or issue you aim to address.

Think about the impact of the behavior on the team or project and how it aligns with company values and goals. This will help you frame your feedback in a way that will be constructive and relevant to employees.

2. Choose the Right Time and Place

When you give negative feedback, the time you schedule matters a lot. The best time to deliver the message is when the recipient is not under pressure or stressed. Instead, schedule a one-on-one meeting or find a private space where you can have a candid conversation.

A word of caution: do not give feedback in public—it can be inconvenient and unprofessional.

3. Start with a Positive

The most important thing when giving negative feedback is to begin with something positive. This will help the recipient feel more at ease and open to hearing your feedback. Start by acknowledging the employee’s strengths and contributions to the team. Through this, they will know you recognize them, appreciate their effort, and are not only thinking about the negative aspects.

4. Be Specific and Provide Examples

You should strive to be as specific and detailed as you can when giving constructive criticism. People can get confused and not benefit from vague feedback. So, be sure to give specific examples of the behavior or problem you want to talk about.

For example, instead of saying, “ You need to improve your communication skills ,” say, “ During the team meeting yesterday, you interrupted your colleagues multiple times and did not allow them to finish their thoughts. Some people might see this behavior as disrespectful, and it can make it harder for everyone on the team to communicate.”

5. Focus on the Behavior, Not the Person

Keep your attention on the problem or action at hand and not on the individual. Also, avoid using personal attacks or assumptions about the employee’s qualities.

For example, instead of saying, “ You’re lazy and never meet deadlines ,” say, “ I’ve noticed that you’ve missed the last two deadlines. Is there anything in particular that is causing the delay? ”

6. Use “I” Statements

Using “I” statements instead of “you” statements can help avoid placing blame and make the feedback more personal. Thus, rather than saying, “ You always make mistakes, ” better try clarifying your reflection, “ I noticed some mistakes in the work you were doing recently .”

7. Listen and Encourage Dialogue

After giving your feedback, please take the time to listen to the recipient’s response and encourage dialogue. This will help you understand their perspective and address any misunderstandings.

Become an active listener, and avoid interrupting or becoming defensive. Moreover, ask open-ended questions to encourage recipients to share their thoughts and feelings.

8. Criticism? Offer Solutions Instead

Instead of just pointing out the problem, offer solutions or suggestions for improvement. This shows that you are invested in helping the recipient grow and succeed. Be specific, and provide actionable steps that the recipient can take to improve. In place of “ Your recent presentation lacked clarity and didn’t engage the audience,” better provide negative feedback by offering solutions. 

For instance, “ In your recent presentation, there were some areas where clarity could be improved, impacting audience engagement. To make this better, you could add more visuals to help clarify your points. Also, practice your delivery to ensure the presentation goes more smoothly and is more interesting. I believe these adjustments will significantly improve the impact of your future presentation s.”

9. End on a Positive Note

Ending the feedback on a positive note can help soften the blow and leave the recipient feeling motivated to improve. Using this example, you can acknowledge their strengths and express confidence in their ability to improve. “ Your attention to detail and thorough analysis worked out great in your recent project. However, there’s an opportunity to enhance the visual presentation to make the information more accessible. Incorporating charts and graphs to illustrate key findings is a good idea. It is my hope that with these adjustments, your next project will be even more impactful. Keep up the good work! “

In this case, the feedback starts by pointing out the good things (like paying attention to details and doing a thorough analysis). It then moves on to specific ways to make things better. The final sentence reinforces confidence in the employee’s abilities and encourages continued effort, creating a positive and supportive tone.

10. Follow Up and Provide Support

After giving negative feedback, following up and providing support is crucial. Check-in with the recipient to see how they are doing and if they have any questions or concerns. Offer your support and resources to help them improve. In addition, this could include additional training, coaching, or mentoring. Pro tip. Track things like job satisfaction, team cohesion, and energy levels with Beams.ai . The results of this analysis will help you see where employees are doing well and where they need more help.

Example 1: Performance Review

Mid-year performance reviews are a common source of negative feedback in the workplace. They typically involve a manager or supervisor and give employees the chance to get feedback on their performance.

For example, an employee may receive negative feedback about their time management skills. You can use this feedback to figure out what needs fixing and how to do it more efficiently and effectively.

Example 2: Peer Review

Peer reviews are also a great way to receive negative feedback from colleagues and coworkers. They offer a different viewpoint and can help find blind spots that a manager or supervisor might not have noticed.

For example, a peer may provide negative feedback about a coworker’s interpersonal skills. You can use this feedback to help the team talk to each other and make decisions more easily.

Example 3: Low Quality of Work and Poor Performance

When an employee consistently fails to meet performance expectations, you need to give them negative feedback. In most cases, this could mean the person consistently fails to meet goals or perform at the expected level.

Similarly, constructive negative criticism is necessary when an employee’s performance falls short of expectations. In some cases, this may include situations where there is a lack of precision, accuracy, or care. Furthermore, indications of feedback that is required in such cases: 

• Missed deadlines. Criticism is appropriate if a worker routinely breaks deadlines or does not finish assignments by the due date. We can all agree that being on time is essential to any job.
• Inconsistency in deliverables. There should be negative feedback when there are clear differences in the quality of deliverables. One effect of this could be differences in how thorough, correct, or finished the work is.
• Persistent problems despite earlier feedback. If an employee has received feedback on performance or quality issues in the past and those issues persist, it’s essential to address them again. This indicates a need for corrective action and additional guidance.

Example 4: Weak Soft Skills

Negative feedback is appropriate in situations where misunderstandings hinder teamwork, project status is not communicated, meetings are ineffective, or written communication is unclear.

Additionally, it is needed when an employee does not ask for clarification, when there is a lack of responsiveness, or when feedback from colleagues shows communication problems. When this happens, constructive feedback should focus on specific communication problems that were seen and offer ways to make things better so that everyone can work together more effectively and efficiently.

Example 5: Lack of Initiative and Motivation

Giving negative feedback about a worker’s lack of initiative or motivation is appropriate when they consistently miss opportunities. Or do not put in enough effort to complete tasks and do not set personal goals. Aside from that, the employee does not engage in team activities and shows a lack of interest in learning or acquiring new skills. In this case, the feedback should stress how important it is to contribute proactively, set goals, be an active participant, and be committed to the personal and professional growth of the team member.

15 Examples of Negative Feedback For All (Almost) Situations 

When you want your team members to grow professionally, you need to give them negative but constructive feedback. Here are some examples, broken up into different sections:

5 Well-formulated Examples of Negative Feedback on Performance

Lack of detail in reports

Example of feedback : “ Your recent report lacked specific details and data, making it difficult to draw meaningful conclusions. In future reports, please ensure you provide sufficient information for a comprehensive analysis. “

Missed deadlines

Example of feedback : “ I noticed that you missed the deadline for the project. Going forward, let’s work on time management strategies to ensure timely completion. “

Failure to meet sales targets

Example of feedback : “ Your recent sales performance fell short of the targets set for the quarter. Let’s discuss strategies to improve and meet the goals moving forward .”

Inattention to details

Example of feedback: “There were errors in the final deliverable that could have been avoided with more attention to detail. Going forward, ensure a thorough review before submitting any work.”

Repetitive mistakes

Example of feedback: “I’ve noticed that you are repeating the same mistake in your work. Let us figure out what went wrong and talk about how to make sure this does not happen again.”

5 well-reasoned Negative Feedback Examples on Soft Skills 

Poor communication

Example of feedback: “There were instances where communication was unclear, leading to misunderstandings. Consider being more explicit in your messages to avoid any confusion in the future.”

Poor listening

Example of feedback: “I’ve received feedback that you might not always be fully engaged during meetings. Improving your active listening skills would benefit your communication.”

Difficulty handling pressure

Example of feedback: “ During high-pressure situations, I observed that you struggled to maintain composure. Let’s discuss strategies to handle stress more effectively in the future. “

Poor time management

Example of feedback: “ There have been delays in project timelines due to time management issues. Let’s work on setting realistic deadlines and managing tasks more efficiently .”

Workplace negativity

Example of feedback: “We all have bad days, but it is important to keep the workplace positive. It would be great if you could put more effort into being an upbeat and helpful coworker.”

5 well-phrased Negative Feedback Examples on Lack of Initiative and Motivation

Lack of initiative

Example of feedback : “ I’ve noticed a lack of initiative in taking on new tasks. It’s important to proactively seek opportunities to contribute and demonstrate your skills. “

Limited problem-solving initiative

Example of feedback: “ There were instances where you encountered challenges but didn’t take the initiative to find solutions independently. Let’s work on developing stronger problem-solving skills.”

Resistance to feedback

Example of feedback: “ I’ve provided feedback on a few occasions, and I’ve noticed some resistance to incorporating suggestions. It’s crucial to be open to feedback and use it as a tool for improvement. “

Ineffective team collaboration

Example of feedback: “ During the team project, your collaboration could have been more proactive. It’s important to actively engage with team members and contribute ideas to ensure a more cohesive effort. “

Inefficient meeting contributions

Example of feedback: “ Your contributions in recent meetings lacked depth and relevance to the agenda. Ensure that your input is directly related to the topics being discussed. “

Positive Impact of Negative Feedback or Why It Is Important

While negative feedback may initially seem counterintuitive to fostering a positive work environment, it can have several significant positive impacts. Of course, only when delivered effectively. Here are some reasons why negative feedback is beneficial:

• Promotes growth and development. People can gain valuable insight into their own areas of improvement through negative feedback. Focusing on these areas will allow employees to develop their skills and capabilities, resulting in personal and professional development.
• Enhances performance. Constructive negative feedback helps employees understand how their performance aligns with expectations. It allows them to make the necessary adjustments and improvements, leading to enhanced overall performance and productivity.
• Encourages accountability. Negative feedback fosters a sense of self-responsibility. When individuals receive feedback about areas that need improvement, they are more likely to take responsibility for their actions and work towards positive change.
• Recognizes blind spots. Negative feedback can reveal blind spots or areas of improvement that individuals may not be aware of. It brings attention to aspects of performance that might be hindering personal or team success.
• Strengthens communication. Also, effective negative feedback promotes open communication. When delivered in a respectful and constructive manner, it encourages a dialogue between supervisors and employees, fostering an environment where concerns and challenges can be openly discussed.
• Prevents the escalation of issues. Addressing performance issues early through negative feedback can prevent problems from escalating. By nipping issues in the bud, organizations can maintain a healthier and more productive work environment.
• Builds resilience. Criticism that is constructive, when framed in a positive and supportive manner, facilitates the development of strength. It teaches employees to view challenges as opportunities for improvement rather than as personal failures.
• Demonstrates leadership commitment to excellence. When leaders provide negative feedback with the intention of improvement, it signals a commitment to excellence. It sets a standard for continuous improvement and reinforces the company’s dedication to achieving high-quality results.
• Encourages a growth mindset. Negative feedback, when delivered in a way that emphasizes learning and development, can encourage a growth mindset. It promotes the belief that skills and abilities can be developed over time through effort and learning.
• Strengthens team dynamics. Addressing performance issues constructively contributes to better teamwork . It shows team members that everyone is committed to maintaining high standards, and it reinforces a culture of continuous improvement.

In order to keep our employees happy and healthy, we know that recognizing their work is quite important. The question is, how can we tell whether our employees feel valued enough?

“ The best way to get a good idea is to get lots of ideas, and the best way to get lots of ideas is to create an environment where everyone feels comfortable giving feedback. ” – Ed Catmull , the co-founder of Pixar Animation Studios. We often face so many barriers to getting open and candid feedback from our employees. We sometimes wish we had a magic tool that would let us see what our employees are thinking, right? 

The Beams.ai employee engagement platform was developed to make this problem easier to solve. With an eye toward clarity and simplicity, this system facilitates feedback exchange. Taking pulse checks regularly is a great way to ask your employees key questions. 

Based on the results, you will also receive accurate statistics. To top it all off, the software can be easily incorporated into your existing workflow on Slack or Microsoft Teams.

Book a free demo and see how your company can implement a feedback culture that truly works!

Negative feedback may not always be easy to give or receive, but it can be a valuable tool for growth and development. Whether it comes from a performance review or in times of constant missed deadlines and conflicts, negative feedback can help us identify areas for improvement and become better versions of ourselves. By delivering negative feedback in a positive and constructive manner, it is possible to create a culture of success and growth.

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10+ Negative Constructive Feedback Examples to Use at Work

What is negative constructive feedback, why should you give negative constructive feedback, explain the mistake and highlight the solution , offer useful comments , add some appreciation too , guide their learning , provide comments with examples , some more examples of negative constructive feedback are…, tips to give negative constructive feedback effectively, how to test your constructive feedback skills.

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• Example: “Your presentation was good, but I think you could make it even better by adding more visuals and simplifying the language. This would help the audience understand the content more easily.”
• Example: “Your presentation was terrible. It was boring, and I couldn’t follow what you were saying at all.”
• Helps team members understand mistakes: It helps individuals understand and acknowledge their mistakes, which can lead to greater self-awareness and increased confidence. From the next time onwards, the team members will know which parts are making their case weak, and they will switch to more efficient habits, leading to personal growth.
• Earmarks areas for growth: Negative constructive feedback can be used to highlight the areas for concentrating development efforts. It assists in developing problem-solving skills as employees learn how to identify and solve problems independently.
• Builds relationship: It encourages honest and open communication between employees and managers , which is critical for effective team management. In turn, the employees would be encouraged to present negative feedback to their manager without hesitating.
• Turns managers into mentors: Managers who proactively offer negative constructive feedback build positive relationships with their team members. As a result, the team members would be more likely to confide in their manager and seek their advice for future challenges or development needs. In addition to feedback, managers can further guide and train the team members, creating a helpful coaching relationship.

How to Give Negative Constructive Feedback? With Examples of Negative Constructive Feedback for Managers

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• Be constructive and honest – feedback should be given constructively to help the person improve.
• Start with positive feedback – complimenting the person on their efforts, then give specific feedback about what needs improvement. Mix both to create a feedback sandwich .
• Keep criticism focused on what was done rather than personal characteristics or beliefs – it is important not to attack the person’s character or personality.
• It is essential to be patient while waiting for employees to improve their performance, as this process may take some time.
• Make sure the person understands why you are giving feedback and the expected outcome. When providing feedback, ensure the message is clear and concise, so the person knows what is expected of them and why it is necessary.
• Give specific, concrete examples of how the person can improve. Use positive reinforcement for feedback by saying “great job” or “thank you” when giving feedback. This shows the person that you are positive and appreciative of their efforts.

Achieve more with the free Constructive Feedback toolkit!

Grab a free toolkit today to know the do’s and don’ts of effective feedback sessions

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How to give constructive feedback to employees?

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18 Negative Feedback Examples (+ Guide on How to Give It Right)

Delivering negative feedback shouldn’t dismantle—it should empower. Our guide and examples transform criticism into a tool for growth and collaboration.

You’ve just gotten promoted to manager of your customer support team, and you’re thriving. 

You’re great at optimizing processes, devising new programs to improve the customer experience, and you love collaborating and developing your team.

Right up until you have to give them negative feedback. 

Suddenly, your confidence wanes.

If that sounds familiar, you’re not alone. 

Negative feedback can be uncomfortable and nerve-wracking for everyone, whether they’re giving it or receiving it.

But it doesn’t have to be.

Feedback, both positive and negative, is essential to our growth as support professionals (and humans). 

Five tips to give negative feedback effectively

Let’s start with the bad news: 

There’s no single method that will work perfectly for every person in every situation.

But there is some good news: There’s usually a best way for an individual to receive feedback.

Tailor your method to the individual employee. 

For example, I don’t mind receiving positive feedback publicly, but I know that the best way for me to receive negative feedback is to get it in writing first. This gives me time to process it and work through my feelings about it privately. Once I’ve absorbed it, I can usually talk the negative feedback through openly and positively. Someone else might hate receiving even positive feedback publicly because the spotlight makes them uncomfortable.

A large team or a very busy queue might get in the way of how deliberate you can be with feedback, but making an effort will have an impact.

These are general tips for giving feedback in all situations. They can’t replace the knowledge and experience you can build by getting to know your team members, but they can give you a starting point.

Avoid ambushes

Imagine walking into a meeting and having your boss talk about a mistake you made in front of your whole team. 

No matter how comfortable you are receiving negative feedback, that isn’t a fun situation. 

Avoid giving negative feedback without warning or in front of others. That makes feedback feel like an ambush, which immediately derails any meaningful conversation or outcome you were looking for.

Keep feedback recent

Give any feedback as soon as possible after you observe an issue. 

Bringing up feedback from the past, especially if it’s something your employee is already working on, can feel frustrating. If you want to highlight a clear pattern of behavior that’s impacting your team, use the most recent examples you can.

Focus on impact

Feedback is only actionable when it’s specific. 

Take this statement for example: “You’re always late to meetings.” 

Is the agent really always late? To every meeting? That seems unlikely. 

An alternative might sound like this, “I noticed that you were late to our last two meetings with Product. These meetings are only about 30 minutes long, and Product’s timeline is tight. As the voice of our customers on this feature, it’s important that you’re on time and prepared so that our Product team can build the best version of this feature.”

This level of detail means you address:

• The behavior: Being late.
• The impact: Product features getting developed without input from the Support team. 
• The desired change: Being on time.

The specificity makes it very clear what the problem is and how your team member can improve. It turns vague feedback into constructive negative feedback.

Provide context

Let’s consider two different scenarios where you might give feedback:

• An agent is repeatedly late to meetings with your Product team.
• An agent has opportunities to improve their presentation and public-speaking skills.

The first scenario is serious, but fixable: 

• As long as they correct the behavior, it isn’t a big deal.
• But if it’s the second or third time they’ve received feedback about being late for meetings, then it will get more serious.
• It could eventually have ramifications on their job at the company. They need to know that in order to respond with appropriate urgency.

The second scenario is feedback that you’re giving as a mentor, not as a manager. Maybe you know your agent wants to develop their career into a leadership or executive role. Presentation skills are essential for that, but they aren’t holding them back from being successful in their current position. 

Providing context means your agent understands where the feedback is coming from and why. They can choose if, when, and how they act on it when they have the full picture.

Make a plan together

Real growth requires support. 

Think about your favorite flower. It needs good soil, water, and sunlight to grow. People need the same kind of help, just in a different form.

Pair your negative feedback with an offer to help the recipient make a plan to improve. If you need to, ask clarifying questions about what might be happening to cause the issue so that you can collaborate on a solution. 

Using the above scenario: Is the agent arriving late to the Product meetings because the scheduled time conflicts with school pick-up for their kids? Are they forgetting to join the meeting on time because they get absorbed in other priorities?

The solution is different depending on the cause.

• Perhaps you can help coordinate with the Product team to schedule a new time for the meeting.
• Maybe the two of you can brainstorm strategies for addressing time blindness or for switching contexts more effectively.

Empower your agent to solve the issue and support them in how to get there. That might mean checking in with them regularly to see how they’re improving. Or it might mean switching their responsibilities so the issue doesn’t happen again.

18 negative feedback examples with constructive alternatives

Negative feedback gets easier with some practice. Spending time reflecting on both positive and negative feedback examples can help shape your approach to delivering feedback to your team members.

Use these examples for inspiration when you’re preparing your own feedback.

1) “Your response times are frequently slow.”

Constructive: “Your first response times have gone up in the last few weeks, so customers are waiting longer than normal to hear back about their issues. Are there any bugs or products that you’re having trouble with? 

Let’s go over some of your tickets and talk about what aspects might be slowing down your responses.”

2) “You don’t resolve customer issues effectively.”

Constructive: “You’ve had some tickets recently that took more replies than normal to resolve, which can be a frustrating experience for customers. 

Let’s review those tickets and see how we can improve your problem-solving skills and product knowledge in those areas. We can also talk about how and when to escalate tickets.”

3) “You rely too heavily on macros / scripted responses.”

Constructive: “While scripts and macros can be helpful in responding to customers faster, we want to give our customers a personalized experience whenever we can. 

Let’s answer a few tickets together to see where we can customize the macros. The goal is to make sure they speak to the customer’s issue directly without compromising your efficiency.”

4) “You don’t express enough empathy in tickets.”

Constructive: “I’ve noticed that you sometimes struggle with validating users’ feelings in difficult tickets, which can make customers feel dismissed. 

We can come up with some sample phrases you can use in response to these situations. Are there other tools that would make that easier for you?”

5) “You use an inappropriate tone when dealing with upset customers.”

Constructive: “I’ve noticed that your replies stay upbeat and happy even when customers are upset, which makes them feel like you’re not taking their concerns seriously. 

Let’s work on adjusting our tone based on context clues from the customer.”

6) “Your tone in written communication can be too formal.”

Constructive: “I know many of us are used to a more formal, corporate communication style when we’re talking to customers. On our team we like to be more conversational so that customers know we’re human and that they can be more relaxed when asking for support. 

Let’s review some of your tickets and rewrite them to show more of your personality.”

7) “You often put customers on hold for too long.”

Constructive: “I know you really care about getting your facts right, which I really appreciate. Having said that, long hold times can be frustrating for customers because they feel like we’re not respecting their time. Are there issues you’re struggling to troubleshoot or products you’d like to understand better? 

Let’s see how we can reduce hold times while providing accurate information. We can come up with some training to help you feel more comfortable with those topics.”

8) “You often fail to follow up with customers as promised.”

Constructive: “We’ve gotten some complaints from customers that you’re not following up with them when you say you will. It’s really important that we update customers on their issues so that they don’t think we’ve forgotten about them or their issues. 

Can we brainstorm some strategies for keeping track of customer issues so that we can get back to them consistently?”

9) “Some of your cases escalate unnecessarily.”

Constructive: “Dealing with upset customers can be tough. When we don’t de-escalate and address their concerns appropriately, they feel like we’re not listening which increases their frustration. 

How do you feel about roleplaying some conversations to practice techniques for de-escalation? We can also review our rules regarding customer abuse, because we want you to feel empowered to transfer or end a conversation with a customer who is verbally abusing you.”

10) “Your knowledge of our products and services is lacking.”

Constructive: “It looks like you’ve shared some factual errors / incorrect information about our products with our customers. That caused some confusion for those users and has meant that other teammates had to step in. It’s important that the information we’re giving our customers is correct so that they know they can trust our support teams to provide expert help. 

How can we invest time in product training to improve your expertise?”

11) “You’re inconsistent in documenting customer interactions.”

Constructive: “Our Tier 2 / Success teams have shared that you don’t always document bugs and customer issues when you escalate those issues. Accurate and consistent documentation is essential so that customers don’t have to repeat themselves. It also means that other teams can address user issues as quickly and accurately as possible. 

Maybe we can create a template that you (and everyone else on the team) can use when they’re escalating issues to another team.”

12) “You tend to make promises we can’t keep.”

Constructive: “Our engineering team reported that you promised a fix to this customer’s bug today without talking to them first. This puts the developers in a tough place because that’s not a realistic timetable for fixing this bug, and they hate to disappoint customers. 

Let’s go over our process for escalating bugs to engineering. We can also set up a meeting with them to improve how we communicate time tables to customers.”

13) “You don’t take ownership of customer problems.”

Constructive: “I’ve noticed your customer satisfaction rating has gone down recently because customers feel like you’re not fully addressing their complaints or are sending them to help center articles too quickly. This makes them feel like our team doesn’t care about their problems, and leads to more contacts with our Support team overall. 

Are you feeling overwhelmed in the queue or is there product knowledge you’re missing? What would you need to feel more equipped to shepherd customer issues to completion?”

14) “You don’t actively seek feedback from customers.”

Constructive: “I’ve been reviewing cancelation tickets and noticed some where you didn’t ask the customer why they were canceling their subscription with us. Customer feedback is valuable, especially when they’ve had a poor experience because that gives us an opportunity to salvage our relationship with them. 

How can we make it easier for you to proactively gather feedback from customers in the future?”

15) “You sometimes struggle to troubleshoot technical issues.”

Constructive: “I’ve noticed you get flustered because you’re struggling to read application debug logs from our customers, and that you’re having to rely on your teammates a lot for help. While I love seeing the teamwork, I think we can get you more comfortable troubleshooting technical issues so that you’re less anxious and more confident. 

Would you like to schedule some training to go over our debug logs, common errors we see in our application, and how to troubleshoot or escalate those errors? Would it help to have these documented?”

16) “You struggle to adapt to new policies and procedures.”

Constructive: “It feels like you’ve been resistant to our new refund policy and procedure. 

Is that accurate? If so, did I provide adequate training on it? I know you care a lot about our customers’ happiness, so do you have concerns about the new policy that I haven’t addressed? 

I’d like to talk about this so you understand why we made the changes and feel more comfortable with implementing the policy.”

17) “Your call handling time is consistently too long.”

Constructive: “You have a wonderful way with customers and they love talking to you, which is great. We also have a busy phone queue and your teammates have to pick up more calls and we have longer wait times for customers as a result. 

How can we reduce your call handling time while still providing quality service?”

18) “You’re not effectively using our customer support tools.”

Constructive: “It seems like you’re struggling to use our admin tools when troubleshooting problems with customer accounts, which is leading to longer issue resolution times. 

Let’s do some training on our admin tools so you can use them like a pro.”

Cultivate an environment for feedback exchange

Three basic elements are necessary for feedback to be given and received successfully: 

• Trust. Your team must believe that you have their best interests at heart, and that you want them to be successful–both in the company and their career overall. 
• Psychological safety, “a shared belief held by members of a team that it’s OK to take risks, to express their ideas and concerns, to speak up with questions, and to admit mistakes — all without fear of negative consequences.”
• A growth mindset to understand that failure and mistakes are a part of the process of growing and learning to be better.

Even the most perfectly delivered feedback won’t land and have the impact you want it to without these elements. How do you incorporate them into your team culture? 

Through modeling, repetition, and reinforcement. 

Here are some examples of what that looks like: 

• Hold regular training.
• Make space in team meetings to talk about what didn’t go well during the previous week, and how the team can help each other through it.
• Decide as a team what skills you’d all like to work on, and then pick a book to read covering those skills.
• Be open when you’re struggling with a skill or task and how you’re working to address it.
• Hold professional development conversations with each agent. What kind of work do they want to do? What do they want to learn? What is the next job title they want to work toward? How can you help them meet those goals?
• When possible, give agents time out of the queue to work on special projects or personal learning.
• After outages, major bugs, or downward trends in customer satisfaction, hold no-fault retros to understand what happened and how it can be improved or avoided in the future.
• Reward growth and milestones on your team, even when they’re small wins.

How to respond to negative feedback

The negative feedback examples above focused on giving feedback to your employees. You’ll regularly need to give negative feedback as a support leader, but you’ll also be on the receiving end of it at times. 

To help with that, we’ve included some best practices on how to receive and respond to feedback from your manager and from customers.

Responding to feedback from your manager

Receiving negative feedback from your manager can be even more fraught than giving it.

• Assume good faith. Remember that your manager is giving you this feedback because they’re invested in your career with the company and they want to help you. They want you to succeed!
• Take time to understand the feedback you’ve been given. If you need more time to process, don’t hesitate to ask for it.
• Be curious. Ask questions about the feedback, especially if anything is unclear. 
• Make an improvement plan . Ask your manager to help you or to review your plan if you’ve already made one. Plans can keep you on track and your manager can help you refine your strategy and ensure your timeline is realistic and on target.
• Thank them for trusting you with the feedback and for caring about your professional development. 

Gratitude can help your brain reframe the feedback so you feel more positive about it. It also helps you build a stronger relationship with your manager and your team.

Responding to feedback from customers

Handling negative feedback from customers is one of the most important skills you can develop as a customer support professional. 

Every function in your company benefits from understanding how your customers feel about your product. And listening to customers is key to building long-lasting relationships with them.

When responding to feedback from customers:

• Validate their feelings . Be genuine and empathetic, and avoid rote phrases like “I’m sorry for any inconvenience caused.” Have you ever read that sentence in an email and believed that the agent was actually sorry?
• Practice active listening. If your customer sounds irritated, say, “I’d be irritated by that too,” or if they’re frustrated, “That sounds really frustrating.” This is effective at diffusing tense situations and making the customer feel heard.
• Repeat the customer’s concern to them . This also demonstrates that you’re listening while giving them the opportunity to correct and clarify. 
• Tell them what your next steps are. Will you share their feedback with your Product team? If a follow-up is needed, when can they expect it? 

Make sure you set realistic expectations. It’s always better to underpromise and overdeliver than to overpromise and underdeliver. That’s a surefire way to lose a customer.

Giving truly helpful feedback takes practice

Feedback is an incredibly popular topic because we all recognize its transformative power. It can help you create a culture of openness and growth.

Negative feedback, in particular—for all that it feels deeply uncomfortable—can be a valuable gift. When handled with care and consideration, it can be a catalyst for positive change and personal development.

Take the time to give the best feedback you can and see how it changes your team. 

How did you like this blog?

Steph is a writer and fractional Customer Support leader and consultant. When she’s not screaming into the void for catharsis, you can find her crafting, hanging with her kids, or spending entirely too much time on Tumblr.

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21 Negative Feedback Examples to Bring the Best Out of Your Team

Published: February 13, 2024

  6 min read

By: Anouare Abdou

Giving constructive feedback can be tricky, but sometimes necessary. These negative feedback examples will help you approach conversations with grace. 

You care about making team members feel valued. You’ve implemented an employee recognition program and regularly dish out positive feedback . But occasionally, you are confronted with the need to give an employee a piece of constructive criticism that skirts the line of being negative. What you do next, can make or break your relationship with your employee.

Research reveals that negative events at work have a more powerful effect on mood than positive ones. For example, employees react to a negative interaction with their manager six times more strongly than with a positive one. Feeling criticized by your boss can have devastating consequences on morale. According to Gallup, four out of five workers who received negative feedback are job hunting, looking for a reason to leave their current situation.

This doesn’t mean that you should shy away from sharing negative feedback; you need to make sure that it’s constructive. Pointing out areas of improvement is a necessary part of the process when helping people grow, which can ultimately motivate employees . However, it does mean that you need to be mindful about the way you approach the conversation.

Negative feedback isn’t about being harsh or criticizing someone. It’s about providing helpful guidance related to someone’s work or behavior at work – and doing so diplomatically. To help guide your efforts, here are 21 negative feedback examples.

Negative Feedback Examples to Help Improve Performance

Feedback should be specific and actionable, providing details that will help the person on the receiving end of it make improvements. If you want to master your ability to give negative feedback gracefully, focus on concrete areas of improvement, which encompass the most important skills required to thrive at work, like the following categories:

Technical skills

Technical skills, which you can also refer to as hard skills, involve the specific expertise that someone brings to their role. For example, a data analyst excels at interpreting data. A writer has a strong command of their language.

If you want to give someone constructive feedback pertaining to their technical skills, consider these examples:

"In the section discussing customer satisfaction trends, I noticed some inconsistencies in the data that could be clarified. Could you take a second look and update the report?”

“I appreciate the creative risks that you took with this pitch deck, but having a clear value proposition is super important if we want to close this deal. Could you please rework slides 1-5 and highlight the main selling point?”

“I wanted to give you some feedback on the most recent project you managed. It ended up being delivered several days after the deadline. Can we talk about it?”

Collaboration

Collaboration is the foundation of effective teamwork. If you notice that someone isn’t collaborating as much as they could be or that they’re preventing collaboration, here are examples of phrases you can use:

"I appreciate how hard you’ve been working towards completing your tasks. However, I've noticed that there may be opportunities for us to collaborate more effectively as a team.”

“I’d like to talk to you about something. I noticed that there have been a few meetings in a row where you haven’t contributed any ideas or participated. Is there anything I should know or anything I can do to help you collaborate more actively?”

“Going forward, it would be great to work more collaboratively as a team. I’d love to see you sharing ideas more often and seeking opportunities to support colleagues and receive support.”

Communication

According to a Forbes Advisor survey , ineffective communication can harm the work environment: 49% of respondents reported that poor communication impacted their productivity and nearly 50% said it affected their job satisfaction.

Giving constructive feedback on poor communication skills is crucial. Here are examples of things you can say:

"During our Monday sprints, I noticed that you sometimes seem to struggle to clearly articulate your thoughts and express them concisely. This can sometimes lead to misunderstandings among team members. Can I help you find ways to communicate your ideas more effectively?”

“I know that presentations can be super anxiety-inducing. I realize that having to present is stressing you out, but it’s a super important part of your job. Would you consider a public speaking workshop? I'm confident that you have the potential to excel in this area, and I'm here to help you get there."

“I wanted to share a piece of feedback about that project update that you sent by email. In the future, could you take more time to proofread before hitting ‘send’? There were several typos in it, and the last paragraph was missing a sentence. Mistakes can happen, but with projects that involve so many people, I’d rather veer on the side of caution with communications in order to avoid confusion.”

Interpersonal skills

Being a good listener, showing empathy, dealing with conflict effectively and bringing a positive attitude to the table are examples of interpersonal skills. These skills are as – if not more – important than technical skills. You cannot have a healthy workplace culture without them.

So, if you need to give feedback to someone about their interpersonal approach, here’s how to broach the topic:

"Conflicts will arise. But it's essential to navigate them constructively. Let's work on finding more helpful ways to address disagreements and reach resolutions before things escalate."

"I’ve noticed that you seemed angry during that meeting. Your mood and attitude can have a significant impact on the team. Is there something going on that you want to talk about? We’re all human and it’s normal to have bad days, but being able to approach challenges with positivity makes a huge difference in our culture.”

"Can I talk to you about something? During the end of the meeting, I got the sense that [Colleague] didn’t feel acknowledged by you when sharing their experience. Putting yourself in others' shoes even if you don’t agree with them can go a long way for building trust.”

Adaptability

In a business landscape that keeps rapidly evolving and being disrupted, adaptability may just be the most important workplace skill. Here are examples of things you can say if you want to tell a report to work on their ability to adapt:

"As our priorities and business objectives evolve, it's essential to be flexible in our approach. I realize that change can be uncomfortable. What can I do to support you in navigating these uncertain times?”

"I've noticed that you have yet to use the new project-management platform. Adapting to new processes can be challenging. Can we develop strategies to enhance your ability to adjust quickly to changes in the way we work?”

"This week was tough for our team. When faced with unexpected obstacles, being solutions-oriented is key, even if things feel daunting. Let's work on developing your problem-solving skills to improve your adaptability."

Employees who take initiative raise the bar when it comes to team performance. The opposite is also true. If you notice that a team member could be more proactive, use the following examples to give constructive feedback:

"You’ve been doing all your tasks and doing them well. However, going forward, I'd like to see you take initiative more often by doing things like seeking out new opportunities or taking ownership of your projects. Please let me know how I can support you.”

"Last week, I noticed that when the [situation] came up, you didn’t flag it when it came up. Reacting faster could have helped us avoid the issues that ensued. If you’re unsure about how to be more proactive in your role, please don’t hesitate to ask for guidance. I am here to support you.”

"I wanted to take a minute to share something. If this ever happens again, don't hesitate to take the initiative and get the ball rolling on finding solutions. You don’t always need to wait for instructions – we have to move fast here so we really value proactivity.”

Productivity and time-management

According to Zippia , the average worker spends 51% of their day on low- to no-value tasks. Giving team members feedback on productivity and time management is key if you want to avoid the pitfalls of busy work. Here are things you can say:

“I’ve been concerned that you’re struggling to stay on top of all your deliverables. Could we go over your tasks and responsibilities together and identify priorities?”

“I am worried that you’ve taken on too much and that the quality of your work is suffering as a result. Can we chat about ways to manage your workload more effectively?”

“I’ve noticed that it’s been harder for you to meet deadlines in the past few weeks. I am here to support you and find solutions.”

Alignment is about working towards common goals and embodying common core values . If an employee seems out of alignment, it’s important to bring it up. The following feedback examples can help you start an honest discussion:

"I feel like we could do a better job as a team to align our goals with bigger organizational objectives. I noticed that you’ve been working a lot on [project 1], but [project 2] is actually a bigger priority. Could you please focus more on [project 2]?”

“As a team, it’s important that we show a united front when meeting with potential clients. I value your feedback, but could you wait until we’re not in front of a client before sharing it moving forward?”

“I want to share a piece of feedback with you. I know you’re passionate about your work, but kindness is one of our core values and the way you spoke during the team meeting came across as harsh. In the future, perhaps take a moment to cool down instead of saying something rude to a teammate.”

The Dos and Don’ts of Giving Negative Feedback

The examples above should help you give feedback with tact and show team members that you care about helping them succeed. You should also keep the following universal principles in mind when offering constructive feedback.

• Always mention specific examples
• Focus on behaviors instead of personality traits
• Offer actionable suggestions for improvement
• Deliver the feedback privately
• Encourage a two-way conversation
• Follow-up to see how your team member is doing
• Show them that you believe in their ability to improve
• Put down or criticize the person
• Use generalizations or beat around the bush
• Give negative feedback in front of other people
• Lose your temper
• Neglect the importance of offering support
• Show favoritism and bias – hold everyone to the same standards

While delivering negative feedback in the workplace isn’t as pleasant as sharing words of appreciation , it’s still important in certain situations and helps your team improve. Use the insights in this article to do it effectively, and make sure you’re also frequently acknowledging wins and giving recognition. Employee recognition, and constructive feedback generally, is a key motivator for effective teams--It is your secret weapon to increasing productivity, reducing turnover and improving company culture. An employee recognition platform like Applauz can help make recognition a key factor in your teams success.  It's not too late to start building a culture of constructive feedback. Start the process today!

FAQs: Negative Employee Feedback

What is the importance of feedback culture in the workplace.

Feedback culture refers to the environment where giving and receiving feedback is encouraged, valued, and integrated into everyday operations. It fosters open communication, continuous improvement, and employee engagement.

How does the feedback process typically work in organizations?

The feedback process involves several steps, including setting clear expectations, providing timely and constructive feedback, discussing areas of improvement, and creating action plans for professional growth. It often occurs through one-on-one meetings, performance reviews, or informal check-ins.

What makes feedback effective?

Effective feedback is specific, actionable, and focused on behaviors rather than personal traits. It is also delivered with empathy and a genuine desire to help the recipient improve. Additionally, effective feedback is timely and provided in a supportive manner.

How should managers deliver critical feedback to employees?

When delivering critical feedback, managers should approach the conversation with empathy and sensitivity. They should focus on the behavior or performance issue rather than criticizing the individual. It's important to offer concrete examples, discuss the impact of the behavior, and collaborate on solutions for improvement.

What role do performance reviews play in the feedback process?

Performance reviews serve as formal evaluations of an employee's work performance over a specific period. They provide an opportunity for managers to offer feedback on strengths, areas for improvement, and goals for professional development. Performance reviews contribute to ongoing feedback and employee growth.

How does negative feedback contribute to professional development?

Negative feedback, when delivered constructively, offers valuable insights into areas where an employee can improve. By addressing weaknesses and providing guidance for growth, negative feedback supports professional development and helps employees reach their full potential.

How can organizations foster a culture of constructive feedback?

Organizations can foster a culture of constructive feedback by promoting open communication, providing training on giving and receiving feedback, recognizing and rewarding feedback initiatives, and creating a safe and supportive environment for sharing opinions and ideas.

What are some strategies for handling negative feedback effectively?

When receiving negative feedback, it's essential to listen actively, seek clarification if needed, avoid becoming defensive, and express gratitude for the insights provided. Reflect on the feedback, identify areas for improvement, and take proactive steps to address them.

How can employees use negative feedback to their advantage?

Employees can use negative feedback as an opportunity for growth and development. They can leverage the feedback to identify areas for improvement, set goals, seek additional support or training, and demonstrate their commitment to continuous learning and improvement.

How does constructive feedback contribute to a positive work environment?

Constructive feedback promotes transparency, trust, and accountability within teams. It fosters a culture of learning and improvement, enhances teamwork and collaboration, and ultimately contributes to a more positive and productive work environment.

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20 Useful Negative Feedback Examples For Work!

Negative feedback can be hard to deliver, but it’s one of the greatest tools that leads to professional growth.

We all need people who will give us feedback. That’s how we improve. Bill Gates

As Bill Gates once pointed out, we improve when we receive feedback.

So, to help you effectively deliver your negative feedback, we are providing you with 20 negative feedback examples. We hope our article and negative feedback examples can turn negative into positive in your organization.

To discover how to effectively use negative feedback examples, stay with us until the end of the article and master the art of turning criticism into an opportunity for improvement for your employees.

Table of Contents

Maximize the impact of your negative feedback!

Feedback-sharing requires incorporating various nuances. For a strategic approach to feedback-sharing, you need a tool that helps you incorporate all of these nuances.

This is where our feedback software with cutting-edge capabilities comes in. Teamflect can serve as a centralized hub for feedback and help you seize the opportunity for growth!

What To Be Careful About When Giving Negative Feedback?

Here are our tips to consider when giving negative feedback:

1. Being Judgmental: Passing judgment will not resolve the problem so you need to focus on the specific behavior and its impact instead of blaming the recipient.

This tip can prevent the feedback recipient from feeling attacked or defensive.

Instead of: “You shouldn’t have said that,” say: “The comment during the presentation could have been phrased more diplomatically.”

2. Overgeneralizing: You should steer clear of general statements because those can be demotivating or frustrating.

Instead of: “You always say that,” say: “In the last two team meetings, you’ve consistently expressed a similar viewpoint.”

3. Assuming Thoughts: Another common pitfall when it comes to providing negative feedback is making assumptions about the causes of negative behaviors.

It can be more impactful to discuss the observable outcomes instead of making assumptions.

Instead of: “You have no respect,” say: “When you interrupt others, it can be perceived as disrespectful.”

20 Negative Feedback Examples (With Constructive Feedback Alternatives)

Negative feedback examples can be as effective as positive feedback when it comes to creating change.

When you phrase your negative feedback examples right, you can create an opportunity for professional development in your workplace.

With these examples of negative feedback paired with constructive alternatives, you can guide your employees to adopt a more positive attitude and build a workplace that values continuous improvement.

Negative Feedback Examples About Communication

Effective communication is one of the most important soft skills that needs addressing when it falls short.

These negative feedback examples about communication skills pinpoint certain concerns that can undermine the effectiveness of collaboration and exchanging ideas.

1. Negative Feedback: Your emails lack clarity and this makes it challenging to understand your points.

Constructive Alternative: Consider being more explicit in your emails by providing clear and concise information to avoid any misunderstandings.

2. Negative Feedback: During meetings, your communication style is too assertive and can be off-putting.

Constructive Alternative: Try adopting a more collaborative tone in meetings to encourage open discussion and engagement from your team members.

Negative Feedback Examples About Time Management

These examples of feedback that target time management skills can help your employees understand how they can adopt certain strategies to meet their deadlines.

Moreover, you can find constructive alternatives that may help your employees reconsider the importance of realistic timelines, effective task breakdowns , and proactive time management to improve their performance.

3. Negative Feedback: You consistently miss project deadlines and it causes delays in overall progress.

Constructive Alternative: Develop a realistic timeline and work on better time management strategies to meet project deadlines.

4. Negative Feedback: Your procrastination on tasks is impacting the team’s productivity.

Constructive Alternative: Break down tasks into smaller, manageable parts and set intermediate deadlines to avoid last-minute rushes.

Negative Feedback Examples About Teamwork

These negative feedback examples can help you resolve issues that undermine teamwork and collaboration.

To steer your direct reports toward active participation and transparent communication, leverage these negative feedback examples.

5. Negative Feedback: You often fail to collaborate effectively with team members which leads to a lack of synergy.

Constructive Alternative: Actively participate in team discussions, share ideas, and be open to incorporating feedback for a more collaborative environment.

6. Negative Feedback: Your team communication lacks transparency and it causes confusion among team members.

Constructive Alternative: You can build open communication by sharing project updates regularly and encouraging team members to ask questions for clarity.

Negative Feedback Examples About Quality of Work

Your employees need to produce high-quality work to contribute to organizational success.

By providing them with constructive and negative feedback examples, you can improve the quality of deliverables and allow them to correct recurring errors.

These negative feedback examples can help them review their work and aim for excellence.

7. Negative Feedback: The quality of your deliverables is subpar.

Constructive Alternative: Take the time to review your work thoroughly and strive for excellence to meet or exceed the expected quality standards .

8. Negative Feedback: There are recurring errors in your reports that indicate a lack of attention to detail.

Constructive Alternative: Implement a thorough review process and double-check your work to minimize errors and ensure accuracy.

Negative Feedback Examples About Adaptability

Your employees need to demonstrate adaptability because it’s one of the key indicators of open-mindedness. Adaptability can also help them adjust to challenges and build resilience.

9. Negative Feedback: Your resistance to change is hindering progress on projects.

Constructive Alternative: Embrace change more positively, be open to new ideas, and adapt your approach to enhance project outcomes .

10. Negative Feedback: You struggle to adjust to unexpected challenges, affecting your performance.

Constructive Alternative: Develop resilience and problem-solving skills to navigate challenges effectively and contribute to a more adaptable work environment.

Negative Feedback Examples About Initiative

Taking initiative when needed is one of the most important soft skills that need to be addressed if it falls short.

These negative feedback examples about being more proactive at work will remind your employees to take a step forward to achieve personal as well as organizational goals.

11. Negative Feedback: You rarely take the initiative to propose new ideas or improvements.

Constructive Alternative: Actively seek opportunities to contribute new ideas, innovations, and improvements to enhance the team’s overall performance .

12. Negative Feedback: Your lack of proactiveness is slowing down progress on tasks.

Constructive Alternative: Take the initiative to identify potential roadblocks early and proactively address them to ensure smoother task execution.

Negative Feedback Examples About Conflict Resolution

To create a positive work environment , you need to build awareness of conflict resolution issues.

These negative feedback examples can help your employees see if their approach to conflict resolution is too confrontational or avoidant.

Moreover, these negative feedback examples can encourage your employees to adopt a more tactful and proactive style when solving interpersonal problems.

13. Negative Feedback: Your approach to resolving conflicts is confrontational and unproductive.

Constructive Alternative: Develop a more tactful conflict resolution style by actively listening, understanding different perspectives, and finding collaborative solutions.

14. Negative Feedback: You tend to avoid addressing conflicts within the team which leads to unresolved issues.

Constructive Alternative: Encourage open communication and address conflicts promptly to create a healthy team environment and prevent lingering issues.

Negative Feedback Examples About Innovation

Pinpointing attitudes that demotivate creative perspectives is an effective strategy for building a thriving organization.

To stay competitive and encourage innovation, you need to tackle a lack of creativity and resistance to change.

15. Negative Feedback: Your resistance to trying new methodologies hinders the team’s innovation.

Constructive Alternative: Embrace a more open-minded approach, actively explore new methodologies, and encourage experimentation for innovative solutions.

16. Negative Feedback: Your contributions to brainstorming sessions lack creativity and fail to inspire the team.

Constructive Alternative: Engage in creative thinking, share diverse perspectives , and encourage others to build on ideas during brainstorming sessions for more innovative outcomes.

Negative Feedback Examples About Accountability

Taking responsibility for anything that goes wrong or unwantedly is a desirable attitude in the workplace.

Therefore, when you see an employee who deflects blame, you can kindly remind them that they should take responsibility for their actions.

17. Negative Feedback: You often deflect blame onto others rather than taking responsibility for your actions.

Constructive Alternative: Cultivate a sense of accountability by owning up to mistakes, learning from them, and working on continuous improvement.

18. Negative Feedback: Deadlines are frequently missed without any acknowledgment or accountability.

Constructive Alternative: Acknowledge missed deadlines, communicate reasons for delays, and work on strategies to improve time management for future tasks.

Negative Feedback Examples About Professionalism

Having a professional attitude at work can help your employees maintain positive work relationships and build trust.

These negative feedback examples on unprofessional behavior will guide your employees to reassess their actions and behave more appropriately in the workplace.

19. Negative Feedback: Your frequent use of inappropriate language in the workplace is unprofessional and can create discomfort among colleagues.

Constructive Alternative: Maintain a professional vocabulary and ensure that your language aligns with the workplace standards to create a respectful and comfortable environment for everyone.

20. Negative Feedback: Your lack of punctuality in meetings is disruptive and reflects your commitment to the team.

Constructive Alternative: Prioritize punctuality in meetings to demonstrate respect for others’ time and enhance the overall efficiency of team collaborations.

How To Maximize The Impact Of Your Feedback-Sharing

When it comes to sharing negative feedback you need the best feedback solution that can solidify your efforts.

And that solution is Teamflect, the best software with its robust feedback functionalities !

Step 1: Click on Teamflect and Find the Feedback Module

You can intuitively find the feedback module of Teamflect. Once you find the feedback module, click on Given to view your previously given feedback.

From here, click on new feedback to pick the direct report you wish to give negative feedback for.

Step 2: Select Your Feedback Template

Select one of the feedback templates from our customizable template gallery and provide your negative feedback to your recipient.

Optional: Give Feedback over Teams Chat

To facilitate your feedback processes, we added this feature that allows you to provide feedback over Teams Chat.

If you are already using Teams chat, you can find New Teamflect Feedback section by clicking on the ellipses to add your feedback over chat.

Step 3: Summarize with AI

Teamflect leverages the power of AI by using ChatGPT generated summaries that can produce clear and concise insights to deal with large volumes of feedback.

Situation–Behavior–Impact Feedback Model

When delivering negative feedback, you need to follow a constructive approach .

One effective model to consider when delivering feedback is the Situation–Behavior–Impact method which has been taught by Chappelow and McCauley from the Center for Creative Leadership.

This method can help you create positive change by allowing you to strategically provide negative feedback examples.

Situation: You need to begin by providing context. Inform your feedback recipient by specifically stating when and where the observed behavior occurred. You can set the stage for a targeted discussion with this practice.

Example: “During our team meeting yesterday”

Behavior: Provide a clear outline of the behavior that needs addressing. Avoid generalizations and be as specific as possible to help the recipient understand the issue clearly.

Example: “When you interrupted others while they were speaking”

Impact: The last step is explaining the consequences of the behavior and including the thoughts, feelings, and actions it provoked.

This can help the recipient understand the repercussions.

Example: “It disrupted the flow of the discussion and your team members seemed less engaged”

How to Give Negative Feedback?

1. Maintain emotional composure

Letting your emotions cloud your judgment might result in suboptimal results when it comes to feedback adoption.

Your negative feedback might not even be considered because people tend to discard comments that they perceive as biased .

When you remain calm during your feedback sessions, you will be able to convey that your negative feedback is fair and focused on improvement.

2. Choose a private setting for feedback

Don’t forget to choose a private place for negative feedback-sharing because by doing so, you’ll be demonstrating your respect for the recipient’s dignity.

Ensuring confidentiality will remove the pressure of being observed and judged by others. It can also create an environment that is conducive to open communication and constructive discussion.

3. Evaluate actions rather than the person

Separate the person from their actions and focus on their actions. Attacking the person will undermine the effectiveness of your feedback sessions.

Furthermore, this approach will help you preserve the recipient’s self-esteem while encouraging a positive response to your feedback.

4. Provide specific feedback

Another key aspect you need to focus on is making your feedback as specific as possible. Vague statements will not help your employees understand how they can improve.

In other words, when you provide specific feedback, your employees can target their efforts in certain areas that need improvement .

5. Address issues promptly

Addressing issues timely will help you prevent them from escalating.

When you are timely with your negative feedback, you will be able to effectively tackle issues and communicate to your employees that their performance is consistently monitored.

This practice will highlight the importance of accountability and continuous improvement.

6. Reaffirm belief in the employee

When giving negative feedback make sure to convey your faith in your employees’ competence.

By doing so, you not only keep your relationship positive but also assure your employees that your negative feedback aims to improve certain actions and you don’t question their overall competence.

7. Allow the employee to share their perspective

You also need to give them a chance to speak and express their perspective to build open communication. By allowing employees to share their viewpoints, you will have a comprehensive understanding of the situation.

Moreover, your assessment of a certain situation might not always be spot on, so allowing them to speak will reveal important insights to find effective solutions.

8. Collaborate on the next steps

Once you establish what needs to be changed, you also need to collaborate on the next steps to improve employee performance and attitudes.

Jointly formulating ideas to come up with an appropriate strategy should be followed by clear documentation and check-ins at regular intervals.

In A Nutshell

We have provided you with a comprehensive guide by giving you 20 negative feedback examples and talking about how to give negative feedback with all of its nuances.

To help you accomplish your organizational objectives, we stay committed to providing the best feedback software within Microsoft Teams .

To experience Teamflect’s cutting-edge feedback capabilities, why don’t you try us out by scheduling a free demo?

Related Posts:

Written by Duygu Soysanli

Duygu is a content writer who enthusiastically writes useful content about the dynamic world of HR.

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16 constructive feedback examples — and tips for how to use them

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Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

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The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

Pembrolizumab May Improve Breast Cancer Outcomes Regardless of Age or Menopausal Status

American cancer society releases latest global cancer statistics; cancer cases expected to rise to 35 million worldwide by 2050, improving adjuvant treatment in patients with muscle-invasive urothelial carcinoma, distinct microbial signature uncovered in kras mutated colorectal cancer, danicopan approved as add-on therapy to ravulizumab or eculizumab for extravascular hemolysis in adults with paroxysmal nocturnal hemoglobinuria.

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Professional PowerPoints: Dealing with Negative Feedback

June 24, 2015 / Blog audience engagement, handling negative feedback, negative feedback, presentation tips, public speaking, Rick Enrico, SlideGenius

Hearing praises about your work boosts self-esteem and inspires you to be a better speaker.

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Here’s how to handle negative feedback positively:

Learn from the Negative

Don’t take negative feedback personally. Treat criticism as your door to growth and improvement.

If pictures are developed from negatives, so are you. Stop looking into the rearview mirror, and focus on what lies ahead. Move forward and learn from those mistakes.

Mold the feedback into something constructive, fostering effective change rather than solely concentrating on the critique itself.

Consider the Source

Sometimes, the feedback we get can be taken as hurtful insults and attacks on our person. These nonconstructive comments may be hard to accept at first, but don’t let them deter your progress.

Consider the person criticizing you and understand that they don’t have the same mindset as yours.

Feedback isn’t the same for everyone. Ignore distasteful comments and don’t dwell on it. Also, be aware of whether you’ve offended or angered a client or not.

Read between the lines and ask yourself the following questions:

• What are they concerned about? What are the key issues?
• Why are they reacting this way?
• What did I say that triggered them to give negative feedback?

These will help you digest the comment and understand where your critic is coming from. Always be mindful of how you engage the audience to avoid provoking anyone.

Maintain Professionalism

Taking feedback too personally creates a hurdle between you and your audience.

Keep an objective stance on the issues being raised to save your professional image. Take a few seconds to breathe, evaluate the situation, and avoid reacting outright.

Your audience seeks not only credibility but also a sense of professionalism. Reply to them with kindness and confirm that you are on the same page.

Thank them for sharing their input and create a safe space where both of your arguments can meet.

Letting go of negative emotions in response to hostile feedback is difficult at first, but accepting or rejecting critique is your choice.

Welcome your audiences’ criticism to improve yourself as a person and as a presenter.

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Donald, Latumahina. “How to Handle Negative Feedback in 6 Simple Steps.” Life Optimizer . Accessed June 24, 2015. “ Presentation Tips: 5 Quick Steps to Audience Engagement .” SlideGenius, Inc . December 16, 2014. Accessed June 24, 2015.

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The Right Way to Respond to Negative Feedback

• Tasha Eurich

How to turn upsetting or surprising information into helpful and productive data.

Feedback is a key driver of performance and leadership effectiveness. And negative feedback in particular can be valuable because it allows us to monitor our performance and alerts us to important changes we need to make. But processing and acting on negative feedback is not always easy. While there are plenty of resources available on how to ask for critical feedback, there’s comparatively little guidance on how to navigate the hard feedback we receive. Five empirically-supported actions can help you hear critical feedback openly and calmly, intentionally mine it for insight, and harness it to improve without collateral damage to your confidence and self-concept: 1) don’t rush to react; 2) get more data; 3) find a harbinger; 4) don’t be a lonely martyr; and 5) remember that change is just one option.

Feedback, as they say, is a gift. Research bears this out, suggesting that it’s a key driver of performance and leadership effectiveness . Negative feedback in particular can be valuable because it allows us to monitor our performance and alerts us to important changes we need to make. And indeed, leaders who ask for critical feedback are seen as more effective by superiors, employees, and peers, while those who seek primarily positive feedback are rated lower in effectiveness.

• TE Tasha Eurich , PhD, is an organizational psychologist, researcher, and New York Times bestselling author. She is the principal of The Eurich Group, a boutique executive development firm that helps companies — from startups to the Fortune 100 — succeed by improving the effectiveness of their leaders and teams. Her newest book, Insight , delves into the connection between self-awareness and success in the workplace.

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Giving and Receiving Feedback: It is Harder Than You Think

• Your colleague asks you to listen to them practice their speech practice and give them feedback.
• Your teacher asks you to give feedback to another classmate about their speech.
• Your boss asks, “What did you think about my speech?”

In each case, the person is looking to you to provide feedback. In this chapter, you will learn about how to assess the feedback situation, how to offer constructive criticism, and how to graciously receive criticism. Let’s start with how to ask for feedback and listen graciously.

Receiving Feedback

When you ask for feedback from others, receive their feedback as a gift. Someone is taking their time and giving it to you; someone is putting themselves out there and saying things that might cause discomfort, but they are doing it for you.  Individuals vary on how they receive feedback and how comfortable they are with being evaluated.

When receiving feedback, try doing the following:

• Sit in a non-defensive posture. It is tempting to cross your arms and to tense up all your muscles when receiving oral feedback. Keep your body open and loose. Staying open helps them to feel like you really want their suggestions and closed arms can equal a closed mind — keep an open body.
• Do not take feedback as a personal insult.
• If the feedback is verbal, write down the suggestions, even if you disagree with the suggestions. Respect the other person’s opinions by writing them down. It makes them feel like they have been heard and you appreciate the feedback they are giving. Writing the feedback down also helps you to not cross your arms defensively–see suggestion one– and it helps you remember the suggestions.
• Do not take it as a personal insult. Seriously!
• Avoid the temptation to defend yourself. “I did it this way because…” or, “I thought it would be best to…”  You already know why you did things the way you did. Interrupting them to tell them the reasons you did what you did comes off as defensive and reduces the likelihood they will give you all the feedback they have to offer. You already know what you were thinking and by telling them you haven’t advanced your situation. Use this time to learn what they are thinking.
• Do not take it as a personal insult. Really, this is so important.
• Breathe. Most people feel stress when someone is giving them constructive criticism, breathe and relax so you can really listen.
•  Do not take it personally. Do not take it personally. Do not take it personally. This cannot be emphasized enough! Since it is about your performance or your speech writing, it is hard not to feel criticism of your speech as a criticism of your person. Try to take criticism instead as someone caring enough about you to push you to grow.

After Every Speech, Do a Self-Evaluation

Allison Shapira of Global Speaking suggests you do a self-evaluation after each speech:

• What did I do well?
• What didn’t I do so well?
• What am I going to do differently next time?

Write these down and keep this on file for the next time you give a speech.

Constructive Criticism

There will be times when others look to you to read over their speech or listen to them practice and then give them constructive criticism. Constructive criticism is made up of two words: constructive–the building of something, and criticism–the giving of a critique. So constructive criticism is critiquing with the intention of building something. When we give others constructive criticism, our goal should be to help build them to be better speakers.

Give Them Help

Reagel and Reagle came up with a creative way to remember the goal of feedback, it should HELP : Help the speaker improve Encourage another speech Lift self-esteem Provide useful recommendations

Give Them a Sandwich

One way to give constructive criticism is to use the sandwich method. Say something positive, give feedback about something they can work on to improve, and then say something positive. This way, the first and last words out of your mouth are positive.

Ask Questions

Ask honest questions that can help lead them to solutions or ask questions to soften the sound of negative feedback: “What did you mean by…” “Have you considered? ” “Have you thought about…?” “When you said… did you really mean?”

For example: “Have you considered the impact of showing such a gruesome photo on your slide?” “Have you considered starting with a quote? ” “Have you thought about whether the people in the back will be able to see your poster?” “Have you thought about using a microphone so everyone can hear you?”

Beyond the Sandwich: Data Points and Impact Statements

In her video, called “The Secret to giving Great Feedback”, LeeAnn Renninger refers to a 4 Step “Feedback Formula”.

Watch The secret to giving great feedback | The Way We Work, a TED series on YouTube (0 mins)

Video source: TED. (2020, Feb 10). The secret to giving great feedback – The Way We Work, a TED series. Leanne Renninger. [Video]. YouTube. https://youtu.be/wtl5UrrgU8c

In our college class, we will focus on steps 2 & 3.

Data points (or clear examples)

• Name specifically what you saw or heard, and leave out any words that aren’t objective. Avoid “blur words”, which are not specific and could mean different things to different people.
• Convert any blur words into actual data points or observations.  For example, instead of saying, “You didn’t engage your audience”, be specific and say “Your introduction didn’t mention what the benefits are to the audience”
• Being specific is also important with positive feedback. Saying “I really liked your presentation” doesn’t offer the other person any clear ideas of what they should keep doing. Instead, try to name specifics: “You made it very easy to understand the process when you described [give the example],” or “The visuals you included showed that [give the example]”.
• Be as clear as you can, so the presenter knows to continue doing these things!

The Impact statement

• Don’t stop at just giving the “evidence” or describing your observations. Keep going – explain how what you saw and heard impacted you.
• You might say “I really liked how you added those stories, because it helped me grasp the concepts faster,” or “the way you opened your presentation surprised me and got my attention.

By providing data points as well as impact statements, your peer critiques will be clear, specific, and provide your classmate with something they can actually use to work on to improve!

Source: Except where otherwise noted, “Beyond the Sandwich: Data Points and Impact Statements” by Amanda Quibell is licensed under CC BY-NC 4.0.

Different People, Different Types of Feedback

It is no surprise that people give and receive feedback differently. One person might take a feedback statement and be grateful for the corrections while the next person might take it as a complete insult.  Below, you’ll learn about some of the most common differences.

High and Low Self Monitors

Psychology researcher Mark Snyder identified people as being either high self-monitors or low self-monitors. High self-monitors typically try to fit in and play the role according to the context. They are about image, and they are motivated to fit in with their peers. They like to know what is expected, so they can adapt to the situation. Giving them useful feedback may mean pointing out how they can make changes in their message to meet the audience’s expectations. When giving feedback to high self-monitors, focus the feedback on how they can elevate their credibility in the eyes of the audience.

On the other hand, low self-monitors tend to be motivated to act based on their inner beliefs and values. They are motivated to be true to their sense of self and to above all– be genuine. When giving low self-monitors feedback, encourage them to be the best speaker they can be while being true to themselves. Focus on giving them feedback in a way that encourages them to harness their unique talents.

While you may not know exactly whether they are high or low self-monitor, you likely have some idea of what motivates them. The more you can tailor your feedback to them, the more likely it is they will hear what you are saying. If you are curious about your type, you can take the quiz. You can have the person giving you feedback take the quiz as well. This can be a helpful exercise to think about how you give and receive feedback.

Take the high and low self-monitor quiz to find out your type

Cultural Differences

When you know your sickness You’re halfway cured. French saying

In the book, The Culture Map, a Dutch businessman is quoted as saying. “It is all a lot of hogwash. All that positive feedback just strikes us in the face and not in the least bit motivating.” People from different cultural groups have different feedback norms.  As our society grows increasingly diverse, it is important to learn not just how to give good feedback, but to give feedback that demonstrates an awareness of how different cultures give and receive feedback.

Erin Meyer does international training to help business professionals understand differences and similarities and how to bridge the gap:

Managers in different parts of the world are conditioned to give feedback in drastically different ways. The Chinese manager learns never to criticize a colleague openly or in front of others, while the Dutch managers learns always to be honest and to give the message straight. Americans are trained to wrap positive messages around negative ones, while the French are trained to criticize passionately and provide positive feedback sparingly. Having a clear understanding of these differences and strategies for navigating them is crucial for leaders of cross-cultural teams. Erin Meyer, The Culture Map

Upgraders and Downgraders

Meyers identifies cultures as Upgraders and Downgraders. Upgraders use words or phrases to make negative feedback feel stronger. An upgrader might say, “this is absolutely inappropriate.” As you read this, see if you identify more as an upgrader or downgrader.

Upgraders say:

• Absolutely–“That was absolutely shameless.”
• Totally–“You totally missed the point.”
• Strongly–” I strongly suggest that you…”

By contrast, downgraders use words to soften the criticism. A downgrader might say, “We are not quite there yet” or “This is just my opinion, but…”

Downgraders say:

• “Kind of”
• “Sort of”
• “A little”
• “Maybe”
• “Slightly”
• “This is just my opinion.”

When giving and receiving feedback across cultures, it is helpful to be aware of these differences so you can “hear” what they are really saying. Take for example this statement as a Dutch person complains about how Americans give feedback.

The problem is that we cant’ tell when the feedback is supposed to register to us as excellent, ok, or really poor. For a Dutchman, the word “excellent” is saved for a rare occasion and “okay” is…well, neutral. But with the Americans, the grid is different. “Excellent” is used all the time, “Okay” seems to mean, “not okay.” “Good” is only a mild complement. And when the message was intended to be bad, you can pretty much assume that, if an American is speaking and the listner is Dutch, the real meaning of the message will be lost all together. Erin Meyer, The Culture Map.

Nannette Ripmeester, Director of Expertise in Labour Mobility, illustrates these differences to her clients with a chart. This chart shows the differences between what the British say, what they mean, and what the Dutch understand. This is a condensed version of her list.

Chances are as you read this list, you identified yourself in some of the statements and identified someone you know who is in the other list. Hopefully, this made you think about how personal style can be as different as cultural style. The big idea here is when you are giving and receiving feedback, it can be helpful to try to identify their communication style and adjust accordingly.

Politeness Strategies

As you already know, whenever you critique someone’s work, there is a potential to hurt their feelings. There are many factors that influence whether the feedback is helpful or hurtful. In communication, we use the term “face” to mean the sense of self a person projects. People can “take face” by creating a situation where someone looks bad to others or people can “lose face” by doing something that diminishes them in the eyes of others. Optimally, we want people to feel like they “gain-face” and feel encouraged. The way that you give feedback as well as the person’s natural tendencies will influence how “face” is affected.

When giving feedback, you should think about how your feedback takes or gives face. You also need to consider what is at stake for the other person. Is this a small speech assignment or is it a career-defining presentation? In addition, critiquing someone privately vs critiquing someone in front of their boss will have different “face” outcomes.

How much you are willing to “take face” from someone may depend on the importance of the feedback. You will likely want to provide more suggestions for someone who is doing a career speech to get their dream job vs that same person doing a college speech worth minimal points. You will likely be more invested in helping a friend polish a speech to make it just right as opposed to someone you barely know.

Finally, the other thing influencing feedback is the power difference between people. You will likely give feedback differently to your little sister than you would to your boss. The status of the individuals and how important power is to them will impact how “face” is taken and given. For example, a high-power country like China would consider an open critique of a teacher, boss, or elder a huge insult, whereas someone from a low-power country, would be less offended.  In any situation, you will be negotiating power, context, and the need to save face.

Taking all these factors into account, Brown and Levinson created Politeness Theory as a way to explain the different ways we give feedback to save face.

Bald on Record: This type of feedback is very direct without concern for the person’s esteem face. This type of feedback is usually given if there is a small fix the speaker would feel strongly about.

Examples of bald on record feedback:

• “Be sure you bold the headings.”
• “Alphabetize the references.”

Positive Politeness: In this type of feedback, you would build up the face or esteem of the other person. You would make them feel good before you make any suggestions. (It looks a lot like the sandwich method, hunh?)

Examples of positive politeness feedback:

• “You are so organized; this one little fix and it will be perfect.”
• “I love the story you told, a few more details would really help me see the character.”

Negative Politeness:  The name of this type of feedback is a little misleading. It doesn’t mean you are negative. It means you acknowledge that getting feedback may make them feel negative.  You would say things that acknowledge their discomfort. You might minimize the criticism so it doesn’t make them feel bad or find other ways to soften the blow of criticism.

Examples of negative politeness feedback: 

• “I know this critique might sound rough and I hope it helps, but I think you really need to work on the middle section.”
• “This is just me making suggestions, but I would be able to understand more if your slide has a heading.”
• I’m not an expert on this, but I think you might need to have a stronger thesis.”
• “I see what you are trying to do here, but I think some of your audience members might not get it.”

Off Record: When you give feedback that is off the record, you are hinting vaguely that they should make a change.

Examples of off the record feedback. 

• “How many sources are we supposed to have?” (Instead of saying, “You need to have more research”)
• “I thought we were supposed to have slides with our speech, maybe I heard that wrong.”
• “Are other people in the class dressing up?”

Avoidance: Some people are afraid of giving feedback so they will avoid the situation altogether.

Avoid the three C’s

Perform the three r’s.

From Westside Toastmasters

Giving Feedback During a Speech

When you are listening to someone speak, you are giving constant nonverbal feedback. Are you leaning forward listening intently or are you leaned back picking at your fingernails? The way you listen lets the speaker know that you value them and what they are saying. It can be reassuring to the speaker to have people who are in the audience smiling and nodding.

Try this little experiment: If you have a speaker who is average or boring, lean in and listen intently. Don’t be insincere and cheesy, but rather try to be an earnest listener. You will find that when the speaker notices you paying attention, they will usually become less monotone and more engaging. The speaker affects the audience, and the audience affects the speaker.

Asking for Feedback During Your Speech

Appoint someone to be your speech buddy who will give you signals and alert you during your speech, for example: to speak louder or to check your microphone. If you know that you tend to pace, lean on the podium, or say um’s, have them give you the signal.

Courage is what it takes to stand up and speak. Courage is also what it takes to sit down and listen. Winston Churchill Former Prime Ministre of the United Kingdom

Key Takeaways

Remember This! 

• Be open to the feedback of others, it can help you improve as a speaker.
• When giving feedback to others consider the context, their needs, the impact on their esteem, and their culture.
• Use the feedback sandwich as a model for giving constructive criticism.

Attribution & References

Except where otherwise noted, this chapter is adapted from “Giving and Receiving Feedback: It is Harder Than You Think ” In Advanced Public Speaking by Lynn Meade, licensed under CC BY 4.0 .

Brown, P., & Levinson, S. (1978). Universals in Language Usage: Politeness Phenomena. In E. Goody (Ed.), Questions and Politeness: Strategies in Social Interaction (pp. 56-310). Cambridge University Press.

Churchhill Central: Life and words of Sir Winston Churchill. https://www.churchillcentral.com/

Gonzales, M. (2017). How to get feedback on speeches. Global Public Speaking. https://www.globalpublicspeaking.com/get-feedback-speeches/

King, P. E., & Young, M. J. (2002). An information processing perspective on the efficacy of instructional feedback. American Communication Journal, 5 http://ac-journal.org/journal/vol5/iss2/articles/feedback.htm

King, P. E., Young, M. J., & Behnke, R. R. (2000). Public speaking performance improvement as a function of information processing in immediate and delayed feedback interventions. Communication Education, 49, 365–374. https://doi.org/10.1080/03634520009379224

Mehra, A., Kilduff, M. & Brass, D.J. (2001). The social networks of high and low self-monitors Implications for workplace performance.  Administrative Science Quarterly, 46 (1), 121-146. https://doi.org/10.2307/2667127

Meyer, E. (2014). The culture map: Breaking through the invisible boundaries of global business. Public Affairs.  https://erinmeyer.com/books/the-culture-map/

Meyer, E. (2014). How to say “This is Crap” in different cultures. Harvard Business Review. https://hbr.org/2014/02/how-to-say-this-is-crap-in-different-cultures

Reagle, J.M. & Reagle, J.M. (2015). Reading the comments: Likers, haters, and manipulators at the bottom of the web . MIT Press. https://readingthecomments.mitpress.mit.edu/

Ripmeester, N. Rottier, B., & Bush, A. (2010). Separated by a common translation? How the Brits and the Dutch communicate. Pediatric Pulmonology. 46( 4). 409-411. https://doi.org/10.1002/ppul.21380

Ripmeester, N. (2015). We all speak English, don’t we? https://www.linkedin.com/pulse/we-all-speak-english-dont-nannette-ripmeester/

Smith, C.D. & King, P.E. (2007). Student feedback sensitivity and the efficacy of feedback interventions in public speaking performance improvement. Communication Education 53 (3). https://doi.org/10.1080/0363452042000265152

Snyder, M. (1974). Self-monitoring of expressive behavior. Journal of Personality and Social Psychology. 30 (4), 526-537. http://www.communicationcache.com/uploads/1/0/8/8/10887248/self-monitoring_of_expressive_behavior.pdf

Toastmasters International. (2017). Giving effective feedback. https://www.toastmasters.org/resources/giving-effective-feedback

Dynamic Presentations Copyright © 2022 by Amanda Quibell is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License , except where otherwise noted.

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How to Give Negative Feedback: 10 Do’s and Don’ts That Make You a Better Leader

15 September 2022

In every leader’s career, there are times when you need to provide constructive criticism to your direct reports (or your peers). A person may be underperforming, have interpersonal issues with other team members, or feel disengaged from their work. This is when you need to step up and offer honest feedback to improve the situation. But it’s not always clear how to best give tough feedback in a way that resonates with the recipient. 

Learning how to give negative feedback can help ensure your feedback has a positive impact on an employee’s success, engagement, and overall trust in your leadership. Read on for tips on how to give negative feedback , create a feedback culture within your team, and turn constructive criticism into a positive experience for your team members.

Why Is It Important to Know How to Give Negative Feedback?

Answering the question of how to give negative feedback can be difficult and tricky. While it may be uncomfortable, offering constructive feedback shows that you are invested in your employee’s progress and achievement.

The point of giving negative feedback is not to highlight mistakes or failures. Constructive criticism is done to highlight opportunities for growth and improvement and should come from a place of resolution, not reprimand.

Feedback cultivates learning, whether it’s positive or negative. Ongoing development and growth opportunities are one of the most important factors for job satisfaction, so having a manager who is good at delivering negative feedback can make a big difference in the employee experience, not to mention their performance.

The 10 ‘do’s’ and ‘don’ts’ of how to give negative feedback

Even with strong communication skills and a healthy level of trust, giving negative feedback is never easy. But with the right set of tools and a growth mindset, you can learn how to give negative feedback in a way that encourages employees and promotes growth, rather than dread.

Be prepared for your next feedback session with these 10 ‘do’s’ and ‘don’ts’ of how to give negative feedback, and make your feedback process less stressful, leading to more productive conversations.

1. Do prepare your talking points

Like any meeting, feedback sessions are more productive when you plan. Avoid getting sidetracked or missing key points by preparing your talking points ahead of time. Consider cross-checking your feedback by asking these questions:

• Did you address the who, what, where, when, and why of the situation?
• Did you identify specific behaviors or give specific examples?
• What are the 2-3 most important things you want your negative feedback to convey? Does this feedback convey those points?
• Did you prepare the next steps for the employee?
• What are your intentions for sharing this feedback?

Understanding your intentions helps you measure the success of your feedback. The goal should always be positive, whether to improve one’s performance, address disengagement, or manage peer relationships.

2. Don’t be vague

We get it, nobody likes giving negative feedback, especially if you and your employee have a close rapport. You might find yourself wanting to sugarcoat your feedback or offer indirect statements to soften the interaction. While your feedback must be kind and constructive, being vague isn’t helpful and only further confuses and misguides employees. 

Offer direct, to-the-point feedback that allows your employee to easily understand what they need to work on and help them understand what needs to be changed and how they can improve. Clarity is compassionate and offers employees the tools they need to reach their full potential. 

A good rule of thumb for how to give negative feedback is the sandwich method: offer two positive comments on either end of your negative feedback. Here’s an example:

“Great job on your presentation today! I thought the information you offered was well-researched and informative. However, your slides were hard to follow. Next time, try using the company template to add more clarity. Again, the overall presentation was great, and you did a fantastic job speaking to your research, with revised slides I think the audience will be more engaged.”

3. Do pick a convenient time

Providing feedback, especially negative feedback, should be done at a time that allows the employee to truly hear what you have to say, and have space to ask questions. Be mindful of the setting and timing of your feedback conversations to maximize your impact.

For example, a good tip for how to give negative feedback is to praise in public and criticize in private. Avoid pointing out weaknesses or errors in front of your employees teammates and peers, as this can cause your employee to get defensive or lose trust in your relationship. 

When you want to offer feedback, schedule some time for a 1-on-1 meeting to ensure you have the time and space to properly discuss the feedback you’re giving.

4. Don’t shut down

Managing employees requires a personal investment from HR and managers, and takes considerable time and effort to maintain a relationship with your direct reports. If you’re having trouble with an employee and find yourself having to give negative feedback, it’s important to create the space for those conversations and not shut down. 

If you find yourself avoiding the conversation or ignoring an employee’s poor performance, you might be experiencing signs of burnout . Ask for support from your peers and recommit to the journey of guiding employees to their best performance.

5. Do stay professional

When considering how to give negative feedback it’s important to remember that even though your rapport with employees may feel friendly and casual at times, your ultimate goal is to manage them. This means it’s important to remain professional when delivering constructive feedback. This not only takes the personal element out of the interaction it helps convey the seriousness and growth opportunity to your employee, leading to more purposeful conversations. 

Furthermore, you should always document your feedback conversations with employees to provide a clear timeline and picture of their performance. Writing warning letters for employee poor performance is one of the first steps you should take when approaching the conversation of negative feedback with employees.

6. Don’t make it personal

It is easy for employees to become defensive when given negative feedback on their work if they feel personally attacked. This results in more resistance and is less likely to implement any necessary and meaningful changes that are asked of them. So, when managers are giving their feedback, it’s important to consider this and deliver feedback in a way that is not personal but professional. Employees receiving feedback should never feel as if they, as a person, are not capable of doing well or improving. Always encourage employees and offer solutions to help them improve.

Also, focus your feedback solely on the work and not the person, use data and numbers to back up what you are saying. Employees are less likely to take offense to negative feedback when it is supported by statistics. It shows that the feedback is not personal, and gives a tangible target to work on and improve.

7. Do ask questions

Offering constructive feedback should come from a place of curiosity and an eagerness to help your employee reach their potential. More often than not, when an employee is underperforming it is because they are struggling in some area and need your support. Be sure to leave room for questions and answers during your feedback conversations.

A good way to approach this is to adopt the coaching questions approach. Start by asking questions to guide them through the issue at hand and let them draw their own conclusions. Listen to their theories about what could be improved. You may be surprised by their findings.

Try the past-present-future method:

• How do you think [name the topic of discussion] is going right now?
• Have you ever had issues like this in the past? How did you deal with them?
• Do you have ideas on how we can improve the current situation or avoid it in the future?

8. Don’t make assumptions

The moment you make an assumption about an employee’s underperformance, you close the door for a true constructive conversation. One of the key components to how to give negative feedback is to keep an open mind and be prepared to hear what your employee has to say about the situation. A good rule of thumb is to assume the best and prepare for the worst. That way, you leave space for employees to work their way back to a good standing and can provide the support they need to improve their performance.

9. Do offer solutions

Ongoing feedback is a crucial part of improving employee performance and helping team members grow. So, don’t only share your current perspective, but also discuss how the feedback will apply in the future, and how employees can apply it in their day-to-day work.

Try the problem-implication-solution approach:

Regardless of where the conversation begins, it is important to establish the next steps. Help your employee identify a few action points to follow up on in your next discussion.

10. Don’t leave them hanging

Offering negative feedback without a path forward is not only discouraging but harmful to employee morale. Understand that feedback conversations are meant to help nurture employee performance and provide a path forward. Be sure to wrap up a feedback session with the next steps and an action plan for employees to follow. It’s also a good practice to schedule a follow-up conversation to revisit the issue down the line and assess how the action plan worked out.

Empower Employee Growth with Omni

Learning how to give negative feedback to your employees takes practice. Feedback is an essential part of managing an engaged and productive workforce and requires consistent, open, and organized communication.

Omni makes it easy to communicate with your employees with customizable templates and automated communications for instant feedback loops that promote increased employee engagement and high-performing teams. Get in touch with our team to schedule a demo , or try a free 14-day trial to see for yourself.

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Negative feedback: definition, examples and how to apply it

Feedback in the corporate context is constantly associated with praise due to some points of convergence that exist between them, such as the contribution to someone's development and with the context of the behavior made by the employee.

But what about when feedback is not given with the intention of praising someone's activity, but rather to make them understand the reasons for their mistakes and why they need to work on improvements? The concept of negative feedback is about this and, in order to be effective, it requires great delicacy by the leaders.

In this text, we bring some relevant aspects about negative feedback, including the analysis of when it is necessary and how to apply it. Check it out!

What is negative feedback?

Negative feedback is a feedback focused on correcting errors, inadequacy or poor performance , for example. Unlike positive feedback , which is focused on praising successes, negative feedback serves to highlight points of improvement and to boost the personal performance of the person who receives it.

This type of feedback can be extremely useful for the overall results of an organization, since it acts directly on problems and with a great focus on improvements.

Just as positive feedback needs certain good practices to be carried out with attention, negative feedback does too. In any case of feedback, there are some fundamental points of attention to carry it out. One of them is specificity , since, in order to have feedback, it is necessary to have an activity or behavior that requires attention. Regardless of whether they are positive or negative, it is extremely important that they are clear and objective .

In the case of negative feedback, it is important to emphasize that they fit well in individual conversations (1:1 meetings) and that they should not be carried out in an expository way. After all, if there is nothing to praise, there is no reason for the person's colleagues to know.

Why pay extra attention to giving negative feedback?

According to HubSpot data, 43% of the most engaged employees in an organization receive feedback on their demands at least once a week , which makes the relevance of the topic very present in the corporate environment. However, when we talk about negative feedback, there are appropriate contexts to carry it out.

Unlike positive feedback, there are very important aspects to pay attention to when giving negative feedback. In general, they require more delicacy on the part of the person who will communicate , since they can negatively impact the receiver.

If this type of feedback does not succeed, some of the aspects that can most disturb the perception of the employees who received it are:

• Bad feelings : sloppy feedback can lead to feelings of frustration, discouragement, anger, shame or embarrassment;
• Demotivation : as a result of the bad feelings we have already mentioned, negative feedback can affect the employee's motivation, especially if the employee feels wronged. Consequently, this can lead to a decrease in productivity;
• Low self-esteem : if feedback is given aggressively or without consideration for the employee's feelings, they may feel undervalued and have low self-esteem. This can affect their confidence in themselves and their ability to do the job;
• Self-doubt : the person may question their skills and competencies, believing that they are not good enough;
• Resentment : the employee may feel resentful towards the person who gave the negative feedback.

However, again: the purpose of this type of feedback is the same as any other: to promote the employee's reflection on their own behavior, in a healthy way, and making them able to identify what they did wrong, encouraging them to think about ways to reduce the possibility of future mistakes.

How to give a negative feedback?

Before even thinking about giving negative feedback, it is important to identify if this type of feedback fits the situation. If it does, then there are some points of attention to have before doing anything. Check them out!

Don't give up on clear communication

The importance of clear and cohesive communication in the corporate environment is not only necessary to keep tasks and teams on track to avoid conflicting situations. When failures happen and criticisms of improvement need to be made to employees, it is also essential to keep the communication clear. This is because it requires delicacy to be able to separate personal issues from behavioral issues .

After making a mistake, the employee needs to understand the negative impact caused by their actions and what should be done so that this does not happen again and that objective improvements are achieved in the performance of that particular person. It is important to find the right measure so that this feedback is beneficial to the person and does not discourage them from reducing their productivity.

Support your feedback with data

An important aspect that can help develop the clear communication we mentioned at this point is to bring data explaining why the behavior was inappropriate or wrong, making the review clearly necessary for a given context.

For example, when an activity carried out by someone in sales has considerable impacts in relation to loss of customers, recurring complaints or significant reduction in results, this information can be presented to support your argument.

You may also be interested in:

👉 Examples of written feedback: check out the main ones!

👉 Employee feedback software: know the differentials!

👉 Kilimo Case: how the partnership with Qulture.Rocks contributed to the company

Don't make the feedback personal

Keep very clear in mind what should be highlighted when giving feedback; this includes the approach that will be used and under what circumstances it will be given. During this process, it is essential to focus specifically on the behavior that caused the feedback , not on the person or their technical capabilities.

In this way, the employee will understand that their failure, regardless of what it is, was exclusively behavioral and that it does not concern their professionalism. Mistakes happen and it is important that leadership has this understanding and conveys confidence to their leaders at the time of feedback.

Offer the solution

Having to highlight mistakes should not mean the end of the world for the employee. Quite the contrary, this moment serves to develop it further through its mistakes. One way to stimulate this depends directly on the leadership itself, since it can bring solutions.

At this moment, it is worth rethinking strategies, listening to the needs of the person led and following the way that is best for both parties; both valuing the fair load of activities and focusing on results.

Examples of well-executed negative feedback

As we have already reinforced, this type of feedback requires delicacy and, after all the tips we have commented on how to give negative feedback, we have separated some practical examples to facilitate visualization.

Suppose a subordinate of yours has problems related to communication; he is unable to be precise with words, makes confusing presentations and is unable to request appropriately. When you approach him to give this type of feedback, it is worth paying attention to some words and being careful with the message that will be transmitted.

Emphasize behavior

Think about the exact context in which the inappropriate or faulty behavior took place and make it clear to the person in a respectful way and without relying on too general concepts.

Example : Instead of saying "you don't communicate well", go for "in today's meeting presentation, I had difficulty following your line of reasoning".

Be objective

Don't beat around the bush and just make it obvious what needs to change and why .

Example : "you need to improve your communication so we don't have any more noise in the daily meetings".

Offer solutions

It is essential that this part of the process is associated with the previous one, because, although the employee needs to know clearly what their points of improvement are, they also need to know that they can count on the support of their leadership .

Example : "To help you with this issue, we can think of initiatives that gradually get you to speak 'in public' more often".

Recognize progress

As a leader, you will know if the employee in question has progressed in any aspect that concerns the mistake they made. And, if they have progressed, it does not hurt to support them in the process.

Example : "although you have this difficulty, you are doing a great job and have improved a lot compared to the previous period."

In this article, you were able to better understand what negative feedback is, what is the importance of adopting it in your team and how to do it with the proper care. We also brought the importance of planning for this type of feedback, balancing the rationality necessary for results with the delicacy of dealing with people, necessary for people's mental health and motivation.

If you want to know more about how our Feedback platform can help your company, contact us and clear your doubts!

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Constructive Feedback: what it is and a practical example

Understand what is a Constructive Feedback and learn a very simple technique that can significantly improve the quality of your feedback. Keep reading!

12 Examples of Constructive Feedback

By Status.net Editorial Team on May 8, 2023 — 7 minutes to read

Constructive Feedback: Examples & Tips for Effective Communication

Constructive feedback is an essential element in the workplace, because it helps people grow and improve their skills. Effective feedback goes beyond mere criticism; it offers specific guidance for improvement, encouraging recipients to build upon their strengths and address their weaknesses. See also: Constructive Criticism: When and How to Give and Take It

Tips for Giving Constructive Feedback

Be specific.

When giving feedback, it’s essential to be specific about the issue you’re addressing. Instead of making vague statements like “You need to improve” or “Your performance is unsatisfactory,” clearly explain which aspects of their work need improvement and why. This can help the recipient better understand the problem and work towards a solution.

Keep It Private

Addressing employee performance or behavior issues should always be done privately. Keep your feedback discussions confidential and respect the individual’s dignity. Publicly discussing these matters can be demoralizing and damage your professional relationship.

Focus on Behavior

When giving feedback, concentrate on the person’s actions rather than their personality or character. “I noticed you were late to the team meeting” is better than “You’re always late.” By focusing on behavior, you’re making the issue easier to address and directing the conversation towards finding solutions.

Offer Solutions

Constructive feedback should not only point out areas for improvement but also provide guidance and possible solutions. Offer your expertise or additional resources to help the person address the issue. For example, if they’re struggling with time management, suggest specific strategies or tools they can try. This shows you’re invested in their success and willing to support them.

Examples of Constructive Feedback

Utilizing these examples as a guide, you’ll be better equipped to provide constructive feedback in a balanced and effective manner. Keep in mind that both positive and negative feedback should be specific, actionable, and focused on the task or behavior, not the individual’s character.

• When reviewing your work, I noticed that there were several instances where you could have provided more detail. It would be helpful if you could elaborate on your ideas and provide specific examples to support them. This will not only make your work more comprehensive but also help the reader to better understand your thought process.
• I appreciate your effort in completing this project, but I noticed that there were a few errors in your work. In the future, please take the time to proofread and check for any mistakes before submitting your work. This will help to ensure that your work is accurate and professional.
• I noticed that you tend to interrupt others during meetings. While I appreciate your enthusiasm and desire to contribute, it is important to allow others to finish speaking before adding your input. This will help to create a more collaborative and respectful environment for everyone.
• Your work is generally well-written, but I noticed that there were several areas where you could improve your sentence structure. Try to vary your sentence length and structure to make your writing more engaging and interesting to read.
• I noticed that you have been struggling to meet deadlines recently. It would be helpful if you could communicate any challenges or issues that you are facing so that we can work together to find a solution. Additionally, please make sure to prioritize your tasks and manage your time effectively to ensure that you are able to meet your deadlines.
• Your presentation was well-prepared and informative, but I noticed that you tended to speak too quickly. Try to slow down your pace and speak clearly and confidently to ensure that your audience can follow along and understand your message.
• I appreciate your willingness to take on new tasks, but I noticed that you may have taken on too much at once. Please make sure to prioritize your workload and communicate any concerns or challenges that you are facing so that we can work together to find a solution.
• Your work is generally well-researched, but I noticed that you tend to rely heavily on one source. It would be helpful if you could diversify your sources and include a variety of perspectives to make your work more comprehensive and well-rounded.
• I noticed that you tend to avoid conflict and may not always speak up when you have concerns. It is important to communicate your thoughts and concerns in a respectful and constructive manner to ensure that everyone’s needs are being met and that we are working towards a common goal.
• While your work is generally well-organized, I noticed that there were a few areas where the structure could be improved. Try to group related information together and use headings and subheadings to make your work more organized and easier to navigate.
• I appreciate your attention to detail, but I noticed that you tend to focus too much on small details and may lose sight of the bigger picture. Try to step back and look at the project as a whole to ensure that you are meeting the overall goals and objectives.
• I noticed that you tend to take a passive approach in group discussions and may not always contribute your ideas. It is important to actively participate in discussions and share your thoughts and ideas to ensure that everyone’s perspectives are being heard and considered.When giving feedback, it is important to be respectful, constructive, and focused on solutions rather than criticism.

Mistakes to Avoid When Giving Constructive Feedback

Let’s explore some common pitfalls to be aware of: delayed feedback, personal attacks, and ignoring the positive.

Delayed Feedback

One of the most common mistakes is delaying feedback. Giving feedback in a timely manner ensures that the issue is fresh in the employee’s mind and provides an opportunity for immediate improvement. When you wait too long to address a problem, it can lead to confusion, frustration, and even resentment.

To avoid this, prioritize providing feedback as soon as possible. If you observe a concern, set up a meeting with the employee and express your feedback in a clear and constructive manner.

Personal Attacks

Another common mistake is making feedback personal. Doing so can damage relationships and hinder the employee’s ability to learn from the experience. Instead, focus on the specific behavior or action that needs improvement.

For example, avoid saying something like “You’re always lazy,” and instead say, “I noticed that you missed a few deadlines recently. Let’s discuss how we can manage your workload more effectively.”

Ignoring the Positive

Focusing solely on the negative aspects of an employee’s performance can make them feel demoralized and disheartened. It’s essential to balance your feedback with positive comments to maintain their motivation and engagement. Recognize your team members’ achievements and let them know you appreciate their hard work.

An example of balanced feedback might be, “Your presentation was well-researched and had great visuals, but I think it would be even better if you made an effort to engage the audience by asking questions and encouraging discussion.”

Learn more: Constructive Criticism: When and How to Give and Take It

How to Receive Constructive Feedback

Receiving constructive feedback can be challenging, but it’s essential for professional growth. Here are some tips on how to receive constructive feedback effectively:

Active Listening

When receiving feedback, it’s important to actively listen to what the other person is saying. This means giving them your full attention and avoiding any distractions. Focus on understanding their perspective and taking note of the key points they bring up. Let them finish their thoughts before responding, and avoid interrupting or being defensive. Learn more: Active Listening (Techniques, Examples, Tips)

Ask for Clarification

If a point is unclear or you need more information, don’t be afraid to ask for clarification. This shows that you value their feedback and are genuinely interested in understanding their perspective. Remember to phrase your questions in a non-confrontational way, such as “Could you please explain further what you meant by that?”.

Take Action

Once you have received the feedback, consider the actionable steps you can take to address the concerns or make improvements. Create a plan to implement these changes, and be open to trying new approaches or strategies.

After taking action on the feedback, it’s a good idea to follow up with the person who provided it. This can be as simple as a brief conversation or a more formal progress update. This shows that you took their feedback seriously and closely considered their input.

• Constructive Criticism: When and How to Give and Take It
• How to Give Performance Feedback? Techniques and Examples (Star Feedback)
• 30 Employee Feedback Examples (Positive & Negative)
• How to Gather Honest Employee Feedback Effectively
• How to Write an Employee Evaluation [Examples]
• How to Give Effective Feedback (and Avoid Mistakes)