examples of essay feedback

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• Writing Sample Feedback

Examples of Submission Feedback

The following are actual responses to some of our recent submissions to the Online Writing Lab, although the names have been changed to maintain the anonymity of student writers. You can expect similarly global-oriented comments and suggestions for developing your own work. Of course, length and type of feedback vary between individual tutors and between essay submissions.

Dear Rachel: I think you touch on some really nice ideas in this paper, which I'll talk about in a minute, but first I want to address one general concern I had about your writing. You have a tendency to spend too much time summarizing the plot--this is time when you could be advancing your argument. You don't need to tell your reader what happens in the story; you can assume that he or she already knows. For example, look at this paragraph: [...] Everything that I've noted with square brackets is plot summary. The sentence that begins "Feeling rejected, the creature wanders away..." is borderline because you're making a judgment about the creature's motivations, but in general you shouldn't spend time repeating the events of the story. The second part of this paragraph is much better in that you're talking about motivations and making arguments. I think you've got some really interesting ideas in this paper, particularly in your fifth and sixth paragraphs, but you need to expand upon them. For example, you might spend more time talking about Millhauser's rationale--WHY does he think the monster should have been presented as a brutal beast throughout? What would be lost in such a presentation? Why is it better that Shelley shows the monster in terms of growth and progression? You introduce this idea in your introduction, arguing that Shelley is deliberately playing with the reader's sympathies, for the monster and for Frankenstein. Could you say more about HOW she does this? What is the effect of the reader's divided sympathies? Where does the sympathy lie at the end of the book? Why might Shelley be interested in this? In general, what is the value of making the creature sympathetic? I hope you found some of the questions I've raised valuable. You've touched on some interesting issues in this paper, and there is definitely plenty of room for you to develop them even further. If you have any questions about anything I've said, or any further questions, please feel free to write back to me. Good luck with your paper and thank you for submitting to the OWL!

Mark, Thank you for submitting your paper to the OWL; I am a Political Science major and very much enjoyed reading it. Below you will find a few suggestions for how to strengthen your writing during the revision process. You wrote that your major concerns with your paper were "abstract prose" and "elementary points." I did not find your arguments to be too simplistic or "elementary," nor did your language seem too abstract. It did, however, lack clarity and definition at some points. Specifically, there are some concepts that you repeat throughout your paper but never define. One is the "republican role." It may be that your instructor discussed this idea at length in class, or that Machiavelli does in his Discourses on Livy, but there is no such discussion in your paper. A stronger paper would define the proper role of a leader in a republican state from the beginning. Some theoretical questions you may want to consider on this point include: what is the difference between a republican leader and a tyrannical leader? How can one distinguish between the two? Why is it important to prevent against tyranny? Is the leader subservient to the will of the people? Is the leader responsible to anyone? Where does the leader draw his power or right to govern from? What does it mean to "be subordinate to a republican role"? What qualities are valuable in a leader? Which ones are dangerous? It may be beneficial to read over your paper with a critical eye looking for vague concepts. What ideas do you reference but never fully explain? Do you take certain concepts for granted? If you find such problems, generating a list of questions to focus your idea (as above) can be a helpful exercise. There were two more areas I found especially lacking in definition: the concept of tyranny and a "short time in office." Thank you again for submitting your paper to the OWL. Your arguments are strong and I hope my comments will help to fine-tune your essay. Please feel free to e-mail me for further assistance or clarification. Good luck with your revisions!

Thanks for submitting your essay-I enjoyed reading it. I hope my comments help you in your revision process.

Your personal narrative is without a doubt at its best when you give vivid details of the day from your perspective, which is, as you describe, a very unique one. The "chalky taste" of the air, for instance, is a detail that really brings the scene to life.

You asked for help with structure, and I think the most sensible structure in this case is a chronological one. It's fine to start with a vivid scene to land the reader in the event, but then it makes sense to step back and tell the story as it happened. To help you accomplish this end, you might consider listing each of the major points you want to cover and then turning them into an outline. It might help, too, to think about the overall message you want to convey. Then make sure all of your details contribute to that message.

As for constructive comments, you never really explain why you were at Ground Zero on September 12. Do you just happen to live nearby? Did you have any special connection to the firefighters or the victims? Why did you decide to help out?

I would also be careful of the very general statements you use to sum up the essay, such as , "That day brought to my attention a side of humanity that had lay dormant in my mind. That moment in time showed me that people have the capacity to act unselfishly." It's best to convey your point through examples rather than summation-the old advice to "show not tell."

It takes a lot of courage to tackle in an essay the events of September 11 and the days following, but I think you have a great perspective, and the ability to look beyond the chaos to the details of the scene.

Feel free to write back as you revise this piece. I'd be glad to talk more about it.

Hello, Angela,

Your paper is coherent, well-organized, and very informative. You do a nice job of incorporating various theorists and applying their ideas to the phenomenon of AHANA. You also do a good job of considering "the opposing viewpoint" and introducing relevant arguments to substantiate your position.

One area I would suggest giving a little more attention to how exactly AHANA functions. You mention that the term was coined as an alternative to the more negative term "minority," and that the group exists to "promote understanding..." etc. But I still want to know more about HOW the group works to achieve their goals; do they sponsor events on campus? hold workshops? etc. You did an effective job of explaining the philosophy of the group, but I would be interested in seeing just a little bit more of how it works in action, so to speak.

The second point is that you might want to explain in greater detail how subjective experiences shape the need for a group such as AHANA. You mention that racial and cultural differences do exist and that the "differing perspectives caused by these distinctions exist regardless of whether they are acknowledged." This is a very integral part of your argument, so maybe developing it further would be helpful. I realize it's a very broad concept to try and condense within your paper, but focusing on explicating that part might be helpful. Overall, I think you have a very strong paper that seems to fulfill the parameters of the assignment quite well.

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• 10 Types of Essay Feedback and How to Respond to Them

The moment of truth has arrived: you’ve got your marked essay back and you’re eagerly scanning through it, taking in the amount of red pen, and looking at the grade and hastily scrawled feedback at the end.

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After deciphering the handwriting, you’re able to see a brief assessment of how you’ve performed in this essay, and your heart either leaps or sinks. Ideally, you’d receive detailed feedback telling you exactly where you fell short and providing helpful guidance on how to improve next time. However, the person marking your essay probably doesn’t have time for that, so instead leaves you very brief remarks that you then have to decode in order to understand how you can do better. In this article, we look at some of the common sorts of remarks you might receive in essay feedback, what they mean, and how to respond to them or take them on board so that you can write a better essay next time – no matter how good this one was!

1. “Too heavily reliant on critics”

We all fall into the trap of regurgitating whatever scholarship we happen to have read in the run-up to writing the essay, and it’s a problem that reveals that many students have no idea what their own opinion is. We’re so busy paraphrasing what scholars have said that we forget to think about whether we actually agree with what they’ve said. This is an issue we discussed in a recent article on developing your own opinion , in which we talked about how to approach scholarship with an open and critical mind, make up your own mind and give your own opinion in your essays. If you’ve received this kind of feedback, the person marking your essay has probably noticed that you’ve followed exactly the same line of thinking as one or more of the books on your reading list, without offering any kind of original comment. Take a look at the article linked to just now and you’ll soon be developing your own responses.

2. “Too short”

If your essay falls significantly short of the prescribed word count, this could suggest that you haven’t put in enough work. Most essays will require extensive reading before you can do a topic justice, and if you’ve struggled to fill the word count, it’s almost certainly because you haven’t done enough reading, and you’ve therefore missed out a significant line of enquiry. This is perhaps a sign that you’ve left it too late to write your essay, resulting in a rushed and incomplete essay (even if you consider it finished, it’s not complete if it hasn’t touched on topics of major relevance). This problem can be alleviated by effective time management, allowing plenty of time for the research phase of your essay and then enough time to write a detailed essay that touches on all the important arguments. If you’re struggling to think of things to say in your essay, try reading something on the topic that you haven’t read before. This will offer you a fresh perspective to talk about, and possibly help you to understand the topic clearly enough to start making more of your own comments about it.

3. “Too long”

[pullquote] “The present letter is a very long one, simply because I had no leisure to make it shorter” – Blaise Pascal [/pullquote]It sounds counter-intuitive, but it’s actually much easier to write an essay that’s too long than one that’s too short. This is because we’re all prone to waffling when we’re not entirely sure what we want to say, and/or because we want to show the person marking our essay that we’ve read extensively, even when some of the material we’ve read isn’t strictly relevant to the essay question we’ve been set. But the word count is there for a reason: it forces you to be clear and concise, leaving out what isn’t relevant. A short (say, 500-word) essay is actually a challenging academic exercise, so if you see fit to write twice the number of words, the person marking the essay is unlikely to be impressed. Fifty to a hundred words over the limit probably won’t be too much of an issue if that’s less than 10% of the word count, and will probably go unnoticed, but if you’ve ended up with something significantly over this, it’s time to start trimming. Re-read what you’ve written and scrutinise every single line. Does it add anything to your argument? Are you saying in ten words what could be said in three? Is there a whole paragraph that doesn’t really contribute to developing your argument? If so, get rid of it. This kind of ruthless editing and rephrasing can quickly bring your word count down, and it results in a much tighter and more carefully worded essay.

4. “Contradicts itself”

Undermining your own argument is an embarrassing mistake to make, but you can do it without realising when you’ve spent so long tweaking your essay that you can no longer see the wood for the trees. Contradicting yourself in an essay is also a sign that you haven’t completely understood the issues and haven’t formed a clear opinion on what the evidence shows. To avoid this error, have a detailed read through your essay before you submit it and look in particular detail at the statements you make. Looking at them in essence and in isolation, do any of them contradict each other? If so, decide which you think is more convincing and make your argument accordingly.

5. “Too many quotations”

It’s all too easy to hide behind the words of others when one is unsure of something, or lacking a complete understanding of a topic. This insecurity leads us to quote extensively from either original sources or scholars, including long chunks of quoted text as a nifty way of upping the word count without having to reveal our own ignorance (too much). But you won’t fool the person marking your essay by doing this: they’ll see immediately that you’re relying too heavily on the words of others, without enough intelligent supporting commentary, and it’s particularly revealing when most of the quotations are from the same source (which shows that you haven’t read widely enough). It’s good to include some quotations from a range of different sources, as it adds colour to your essay, shows that you’ve read widely and demonstrates that you’re thinking about different kinds of evidence. However, if you’ve received this kind of feedback, you can improve your next essay by not quoting more than a sentence at a time, making the majority of the text of your essay your own words, and including plenty of your own interpretation and responses to what you’ve quoted. Another word of advice regarding quotations: one of my tutors once told me is that one should never end an essay on a quotation. You may think that this is a clever way of bringing your essay to a conclusion, but actually you’re giving the last word to someone else when it’s your essay, and you should make the final intelligent closing remark. Quoting someone else at the end is a cop-out that some students use to get out of the tricky task of writing a strong final sentence, so however difficult the alternative may seem, don’t do it!

6. “Not enough evidence”

In an essay, every point you make must be backed up with supporting evidence – it’s one of the fundamental tenets of academia. You can’t make a claim unless you can show what has lead you to it, whether that’s a passage in an original historical source, the result of some scientific research, or any other form of information that would lend credibility to your statement. A related problem is that some students will quote a scholar’s opinion as though it were concrete evidence of something; in fact, that is just one person’s opinion, and that opinion has been influenced by the scholar’s own biases. The evidence they based the opinion on might be tenuous, so it’s that evidence you should be looking at, not the actual opinion of the scholar themselves. As you write your essay, make a point of checking that everything you’ve said is adequately supported.

7. “All over the place” / “Confused”

An essay described as “all over the place” – or words to that effect – reveals that the student who wrote it hasn’t developed a clear line of argument, and that they are going off at tangents and using an incoherent structure in which one point doesn’t seem to bear any relation to the previous one. A tight structure is vital in essay-writing, as it holds the reader’s interest and helps build your argument to a logical conclusion. You can avoid your essay seeming confused by writing an essay plan before you start. This will help you get the structure right and be clear about what you want to say before you start writing.

8. “Misses the point”

This feedback can feel particularly damning if you’ve spent a long time writing what you thought was a carefully constructed essay. A simple reason might be that you didn’t read the question carefully enough. But it’s also a problem that arises when students spend too long looking at less relevant sources and not enough at the most important ones, because they ran out of time, or because they didn’t approach their reading lists in the right order, or because they failed to identify correctly which the most important sources actually were. This leads to students focusing on the wrong thing, or perhaps getting lost in the details. The tutor marking the essay, who has a well-rounded view of the topic, will be baffled if you’ve devoted much of your essay to discussing something you thought was important, but which they know to be a minor detail when compared with the underlying point. If you’re not sure which items on your reading list to tackle first, you could try asking your tutor next time if they could give you some pointers on which of the material they recommend you focus on first. It can also be helpful to prompt yourself from time to time with the question “What is the point?”, as this will remind you to take a step back and figure out what the core issues are.

9. “Poor presentation”

This kind of remark is likely to refer to issues with the formatting of your essay, spelling and punctuation , or general style. Impeccable spelling and grammar are a must, so proofread your essay before you submit it and check that there are no careless typos (computer spell checks don’t always pick these up). In terms of your writing style , you might get a comment like this if the essay marker found your writing either boring or in a style inappropriate to the context of a formal essay. Finally, looks matter: use a sensible, easy-to-read font, print with good-quality ink and paper if you’re printing, and write neatly and legibly if you’re handwriting. Your essay should be as easy to read as possible for the person marking it, as this lessens their workload and makes them feel more positively towards your work.

10. “Very good”

On the face of it, this is the sort of essay feedback every student wants to hear. But when you think about it, it’s not actually very helpful – particularly when it’s accompanied by a mark that wasn’t as high as you were aiming for. With these two words, you have no idea why you didn’t achieve top marks. In the face of such (frankly lazy) marking from your teacher or lecturer, the best response is to be pleased that you’ve received a positive comment, but to go to the person who marked it and ask for more comments on what you could have done to get a higher mark. They shouldn’t be annoyed at your asking, because you’re simply striving to do better every time.

General remarks on responding to essay feedback

We end with a few general pieces of advice on how to respond to essay feedback.

• Don’t take criticism personally.
• Remember that feedback is there to help you improve.
• Don’t be afraid to ask for more feedback if what they’ve said isn’t clear.
• Don’t rest on your laurels – if you’ve had glowing feedback, it’s still worth asking if there’s anything you could have done to make the essay even better.

It can be difficult to have one’s hard work (metaphorically) ripped apart or disparaged, but feedback is ultimately there to help you get higher grades, get into better universities, and put you on a successful career path; so keep that end goal in mind when you get your essay back.

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Getting Feedback

What this handout is about.

Sometimes you’d like feedback from someone else about your writing, but you may not be sure how to get it. This handout describes when, where, how and from whom you might receive effective responses as you develop as a writer.

Why get feedback on your writing?

You’ll become a better writer, and writing will become a less painful process. When might you need feedback? You might be just beginning a paper and want to talk to someone else about your ideas. You might be midway through a draft and find that you are unsure about the direction you’ve decided to take. You might wonder why you received a lower grade than you expected on a paper, or you might not understand the comments that a TA or professor has written in the margins. Essentially, asking for feedback at any stage helps you break out of the isolation of writing. When you ask for feedback, you are no longer working in a void, wondering whether or not you understand the assignment and/or are making yourself understood. By seeking feedback from others, you are taking positive, constructive steps to improve your own writing and develop as a writer.

Why people don’t ask for feedback

• You worry that the feedback will be negative. Many people avoid asking others what they think about a piece of writing because they have a sneaking suspicion that the news will not be good. If you want to improve your writing, however, constructive criticism from others will help. Remember that the criticism you receive is only criticism of the writing and not of the writer.
• You don’t know whom to ask. The person who can offer the most effective feedback on your writing may vary depending on when you need the feedback and what kind of feedback you need. Keep in mind, though, that if you are really concerned about a piece of writing, almost any thoughtful reader (e.g., your roommate, mother, R.A., brother, etc.) can provide useful feedback that will help you improve your writing. Don’t wait for the expert; share your writing often and with a variety of readers.
• You don’t know how to ask. It can be awkward to ask for feedback, even if you know whom you want to ask. Asking someone, “Could you take a look at my paper?” or “Could you tell me if this is OK?” can sometimes elicit wonderfully rich responses. Usually, though, you need to be specific about where you are in the writing process and the kind of feedback that would help. You might say, “I’m really struggling with the organization of this paper. Could you read these paragraphs and see if the ideas seem to be in the right order?”
• You don’t want to take up your teacher’s time. You may be hesitant to go to your professor or TA to talk about your writing because you don’t want to bother him or her. The office hours that these busy people set aside, though, are reserved for your benefit, because the teachers on this campus want to communicate with students about their ideas and their work. Faculty can be especially generous and helpful with their advice when you drop by their office with specific questions and know the kinds of help you need. If you can’t meet during the instructor’s office hours, try making a special appointment. If you find that you aren’t able to schedule a time to talk with your instructor, remember that there are plenty of other people around you who can offer feedback.
• You’ve gotten feedback in the past that was unhelpful. If earlier experiences haven’t proved satisfactory, try again. Ask a different person, or ask for feedback in a new way. Experiment with asking for feedback at different stages in the writing process: when you are just beginning an assignment, when you have a draft, or when you think you are finished. Figure out when you benefit from feedback the most, the kinds of people you get the best feedback from, the kinds of feedback you need, and the ways to ask for that feedback effectively.
• You’re working remotely and aren’t sure how to solicit help. Help can feel “out of sight, out of mind” when working remotely, so it may take extra effort and research to reach out. Explore what resources are available to you and how you can access them. What type of remote feedback will benefit you most? Video conferencing, email correspondence, phone conversation, written feedback, or something else? Would it help to email your professor or TA ? Are you looking for the back and forth of a real-time conversation, or would it be more helpful to have written feedback to refer to as you work? Can you schedule an appointment with the Writing Center or submit a draft for written feedback ? Could joining or forming an online writing group help provide a source of feedback?

Possible writing moments for feedback

There is no “best time” to get feedback on a piece of writing. In fact, it is often helpful to ask for feedback at several different stages of a writing project. Listed below are some parts of the writing process and some kinds of feedback you might need in each. Keep in mind, though, that every writer is different—you might think about these issues at other stages of the writing process, and that’s fine.

• The beginning/idea stage: Do I understand the assignment? Am I gathering the right kinds of information to answer this question? Are my strategies for approaching this assignment effective ones? How can I discover the best way to develop my early ideas into a feasible draft?
• Outline/thesis: I have an idea about what I want to argue, but I’m not sure if it is an appropriate or complete response to this assignment. Is the way I’m planning to organize my ideas working? Does it look like I’m covering all the bases? Do I have a clear main point? Do I know what I want to say to the reader?
• Rough draft: Does my paper make sense, and is it interesting? Have I proven my thesis statement? Is the evidence I’m using convincing? Is it explained clearly? Have I given the reader enough information? Does the information seem to be in the right order? What can I say in my introduction and conclusion?
• Early polished draft: Are the transitions between my ideas smooth and effective? Do my sentences make sense individually? How’s my writing style?
• Late or final polished draft: Are there any noticeable spelling or grammar errors? Are my margins, footnotes, and formatting okay? Does the paper seem effective? Is there anything I should change at the last minute?
• After the fact: How should I interpret the comments on my paper? Why did I receive the grade I did? What else might I have done to strengthen this paper? What can I learn as a writer about this writing experience? What should I do the next time I have to write a paper?

A note on asking for feedback after a paper has been graded

Many people go to see their TA or professor after they receive a paper back with comments and a grade attached. If you seek feedback after your paper is returned to you, it makes sense to wait 24 hours before scheduling a meeting to talk about it. If you are angry or upset about a grade, the day off gives you time to calm down and put things in perspective. More important, taking a day off allows you to read through the instructor’s comments and think about why you received the grade that you did. You might underline or circle comments that were confusing to you so that you can ask about them later. You will also have an opportunity to reread your own writing and evaluate it more critically yourself. After all, you probably haven’t seen this piece of work since you handed it in a week or more ago, and refreshing your memory about its merits and weaknesses might help you make more sense of the grade and the instructor’s comments.

Also, be prepared to separate the discussion of your grade from the discussion of your development as a writer. It is difficult to have a productive meeting that achieves both of these goals. You may have very good reasons for meeting with an instructor to argue for a better grade, and having that kind of discussion is completely legitimate. Be very clear with your instructor about your goals. Are you meeting to contest the grade your paper received and explain why you think the paper deserved a higher one? Are you meeting because you don’t understand why your paper received the grade it did and would like clarification? Or are you meeting because you want to use this paper and the instructor’s comments to learn more about how to write in this particular discipline and do better on future written work? Being up front about these distinctions can help you and your instructor know what to expect from the conference and avoid any confusion between the issue of grading and the issue of feedback.

Kinds of feedback to ask for

Asking for a specific kind of feedback can be the best way to get advice that you can use. Think about what kinds of topics you want to discuss and what kinds of questions you want to ask:

• Understanding the assignment: Do I understand the task? How long should it be? What kinds of sources should I be using? Do I have to answer all of the questions on the assignment sheet or are they just prompts to get me thinking? Are some parts of the assignment more important than other parts?
• Factual content: Is my understanding of the course material accurate? Where else could I look for more information?
• Interpretation/analysis: Do I have a point? Does my argument make sense? Is it logical and consistent? Is it supported by sufficient evidence?
• Organization: Are my ideas in a useful order? Does the reader need to know anything else up front? Is there another way to consider ordering this information?
• Flow: Do I have good transitions? Does the introduction prepare the reader for what comes later? Do my topic sentences accurately reflect the content of my paragraphs? Can the reader follow me?
• Style: Comments on earlier papers can help you identify writing style issues that you might want to look out for. Is my writing style appealing? Do I use the passive voice too often? Are there too many “to be” verbs?
• Grammar: Just as with style, comments on earlier papers will help you identify grammatical “trouble spots.” Am I using commas correctly? Do I have problems with subject-verb agreement?
• Small errors: Is everything spelled right? Are there any typos?

Possible sources of feedback and what they’re good for

Believe it or not, you can learn to be your own best reader, particularly if you practice reading your work critically. First, think about writing problems that you know you have had in the past. Look over old papers for clues. Then, give yourself some critical distance from your writing by setting it aside for a few hours, overnight, or even for a couple of days. Come back to it with a fresh eye, and you will be better able to offer yourself feedback. Finally, be conscious of what you are reading for. You may find that you have to read your draft several times—perhaps once for content, once for organization and transitions, and once for style and grammar. If you need feedback on a specific issue, such as passive voice, you may need to read through the draft one time alone focusing on that issue. Whatever you do, don’t count yourself out as a source of feedback. Remember that ultimately you care the most and will be held responsible for what appears on the page. It’s your paper.

A classmate (a familiar and knowledgeable reader)

When you need feedback from another person, a classmate can be an excellent source. A classmate knows the course material and can help you make sure you understand the course content. A classmate is probably also familiar with the sources that are available for the class and the specific assignment. Moreover, you and your classmates can get together and talk about the kinds of feedback you both received on earlier work for the class, building your knowledge base about what the instructor is looking for in writing assignments.

Your TA (an expert reader)

Your TA is an expert reader—he or she is working on an advanced degree, either a Master’s or a Ph.D., in the subject area of your paper. Your TA is also either the primary teacher of the course or a member of the teaching team, so he or she probably had a hand in selecting the source materials, writing the assignment, and setting up the grading scheme. No one knows what the TA is looking for on the paper better than the TA , and most of the TAs on campus would be happy to talk with you about your paper.

Your professor (a very expert reader)

Your professor is the most expert reader you can find. He or she has a Ph.D. in the subject area that you are studying, and probably also wrote the assignment, either alone or with help from TAs. Like your TA, your professor can be the best source for information about what the instructor is looking for on the paper and may be your best guide in developing into a strong academic writer.

Your roommate/friend/family member (an interested but not familiar reader)

It can be very helpful to get feedback from someone who doesn’t know anything about your paper topic. These readers, because they are unfamiliar with the subject matter, often ask questions that help you realize what you need to explain further or that push you to think about the topic in new ways. They can also offer helpful general writing advice, letting you know if your paper is clear or your argument seems well organized, for example. Ask them to read your paper and then summarize for you what they think its main points are.

The Writing Center (an interested but not familiar reader with special training)

While the Writing Center staff may not have specialized knowledge about your paper topic, our writing coaches are trained to assist you with your writing needs. We cannot edit or proofread for you, but we can help you identify problems and address them at any stage of the writing process. The Writing Center’s coaches see thousands of students each year and are familiar with all kinds of writing assignments and writing dilemmas.

Other kinds of resources

If you want feedback on a writing assignment and can’t find a real live person to read it for you, there are other places to turn. Check out the Writing Center’s handouts . These resources can give you tips for proofreading your own work, making an argument, using commas and transitions, and more. You can also try the spell/grammar checker on your computer. This shouldn’t be your primary source of feedback, but it may be helpful.

A word about feedback and plagiarism

Asking for help on your writing does not equal plagiarism, but talking with classmates about your work may feel like cheating. Check with your professor or TA about what kinds of help you can get legally. Most will encourage you to discuss your ideas about the reading and lectures with your classmates. In general, if someone offers a particularly helpful insight, it makes sense to cite him or her in a footnote. The best way to avoid plagiarism is to write by yourself with your books closed. (For more on this topic, see our handout on plagiarism .)

What to do with the feedback you get

• Don’t be intimidated if your professor or TA has written a lot on your paper. Sometimes instructors will provide more feedback on papers that they believe have a lot of potential. They may have written a lot because your ideas are interesting to them and they want to see you develop them to their fullest by improving your writing.
• By the same token, don’t feel that your paper is garbage if the instructor DIDN’T write much on it. Some graders just write more than others do, and sometimes your instructors are too busy to spend a great deal of time writing comments on each individual paper.
• If you receive feedback before the paper is due, think about what you can and can’t do before the deadline. You sometimes have to triage your revisions. By all means, if you think you have major changes to make and you have time to make them, go for it. But if you have two other papers to write and all three are due tomorrow, you may have to decide that your thesis or your organization is the biggest issue and just focus on that. The paper might not be perfect, but you can learn from the experience for the next assignment.
• Read ALL of the feedback that you get. Many people, when receiving a paper back from their TA or professor, will just look at the grade and not read the comments written in the margins or at the end of the paper. Even if you received a satisfactory grade, it makes sense to carefully read all of the feedback you get. Doing so may help you see patterns of error in your writing that you need to address and may help you improve your writing for future papers and for other classes.
• If you don’t understand the feedback you receive, by all means ask the person who offered it. Feedback that you don’t understand is feedback that you cannot benefit from, so ask for clarification when you need it. Remember that the person who gave you the feedback did so because they genuinely wanted to convey information to you that would help you become a better writer. They wouldn’t want you to be confused and will be happy to explain their comments further if you ask.
• Ultimately, the paper you will turn in will be your own. You have the final responsibility for its form and content. Take the responsibility for being the final judge of what should and should not be done with your essay.
• Just because someone says to change something about your paper doesn’t mean you should. Sometimes the person offering feedback can misunderstand your assignment or make a suggestion that doesn’t seem to make sense. Don’t follow those suggestions blindly. Talk about them, think about other options, and decide for yourself whether the advice you received was useful.

Final thoughts

Finally, we would encourage you to think about feedback on your writing as a way to help you develop better writing strategies. This is the philosophy of the Writing Center. Don’t look at individual bits of feedback such as “This paper was badly organized” as evidence that you always organize ideas poorly. Think instead about the long haul. What writing process led you to a disorganized paper? What kinds of papers do you have organization problems with? What kinds of organization problems are they? What kinds of feedback have you received about organization in the past? What can you do to resolve these issues, not just for one paper, but for all of your papers? The Writing Center can help you with this process. Strategy-oriented thinking will help you go from being a writer who writes disorganized papers and then struggles to fix each one to being a writer who no longer writes disorganized papers. In the end, that’s a much more positive and permanent solution.

You may reproduce it for non-commercial use if you use the entire handout and attribute the source: The Writing Center, University of North Carolina at Chapel Hill

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5 Well-crafted Essay Feedback Examples That Promote Growth

• backlinkworks
• Writing Articles & Reviews
• September 15, 2023

Introduction

Providing constructive and valuable feedback is a crucial aspect of the learning process for students. By offering insightful comments, educators can guide students towards improvement and growth in their essay writing skills. In this article, we will explore five well-crafted essay feedback examples that promote growth and development in students.

Example 1: Highlighting Strengths and Areas for Improvement

One effective feedback approach is to first recognize the strengths of a student’s essay. Start by pointing out the well-developed arguments, strong use of evidence, or exceptional creativity demonstrated in the paper. By acknowledging these strengths, students gain confidence and motivation to continue their growth. However, IT is equally important to point out areas for improvement. Identify the weaker arguments, inconsistencies, or areas that lack clarity. Provide specific suggestions, such as recommending additional research or providing examples to support their claims.

Example 2: Encouraging Critical Thinking

Essay feedback should encourage students to think critically about their arguments and evidence. Prompt them to question assumptions, analyze the underlying logic, and consider alternative viewpoints. For instance, instead of simply providing answers or corrections, ask probing questions that encourage deeper reflection. By fostering critical thinking skills, students learn to evaluate their own work more objectively and develop a more nuanced understanding of the subject matter.

Example 3: Providing Clear and Actionable Suggestions

Clear feedback needs to provide specific suggestions for improvement. Rather than simply stating that the introduction is weak, provide guidance on how to make IT stronger. For instance, suggest different ways to hook the reader or restructure the introduction to create a more compelling thesis statement. Specific and actionable suggestions give students tangible steps to take to enhance their essays, enabling them to actively work towards growth.

Example 4: Focusing on Grammar and Language

In addition to addressing content and arguments, essay feedback should also focus on grammar and language. While IT is important to acknowledge that these aspects do not determine the overall quality of an essay, providing feedback on language use helps students become more effective communicators. Offer suggestions on sentence structure, word choice, and clarity. Additionally, recommend reliable resources, such as grammar guides or language learning tools, to further assist with language improvement.

Example 5: Encouraging Revision and Reflective Practice

Feedback should emphasize the importance of revision and encourage students to engage in reflective practices. Guide students in reflecting on their initial writing process and identifying specific areas for modification. Encourage multiple drafts, emphasizing that quality essays are rarely achieved with just one attempt. By promoting revision and reflection, students understand the iterative nature of writing and are motivated to continuously enhance their skills.

Effective essay feedback is a powerful tool in promoting growth and development in students’ writing abilities. By highlighting strengths and areas for improvement, encouraging critical thinking, providing clear suggestions, focusing on grammar and language, and emphasizing revision and self-reflection, educators can help students become better writers. Constructive feedback not only enhances their current work but also equips students with invaluable skills for future endeavors.

Q: How can essay feedback benefit students?

A: Essay feedback benefits students by encouraging growth and improvement in their writing skills. IT allows them to identify their strengths and weaknesses, prompts critical thinking, and offers actionable suggestions for enhancement.

Q: Should essay feedback only focus on grammar and language?

A: No, essay feedback should not be limited to grammar and language alone. While these aspects are crucial, feedback must also address content , arguments, structure, and clarity. Providing feedback on all these aspects contributes to overall growth in a student’s writing ability.

Q: How often should students receive essay feedback?

A: The frequency of essay feedback may vary depending on educational settings and assignments. However, IT is beneficial for students to receive feedback on a regular basis, ideally after each major essay submission. Frequent feedback enables students to apply the suggestions and lessons learned to subsequent assignments, fostering continuous growth.

Q: How should feedback be delivered to students?

A: Feedback can be delivered in various formats, such as written comments, in-person discussions, or even audio/video recordings. IT is essential to choose a delivery method that ensures clarity and allows students to fully understand the feedback provided. Additionally, offering opportunities for students to ask questions or seek further clarification supports their growth.

Q: Can feedback be overwhelming for students?

A: Feedback, if not properly delivered, can feel overwhelming for students. IT is essential for educators to balance constructive criticism with acknowledgment of their strengths. Providing clear and specific suggestions, along with encouragement and support, can help students navigate feedback and view IT as an opportunity for growth.

Providing well-crafted essay feedback is an art. Educators who perfect this skill empower their students to develop stronger writing abilities, critical thinking skills, and a growth mindset. By employing these five examples of effective feedback, teachers can make a lasting impact on their students’ writing journey.

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How to Give Feedback on an Essay

4-minute read

• 9th May 2019

Whether you’re teaching or just helping a friend, being asked to offer feedback on an essay can be intimidating if you’ve not done it before. We do, though, have a few tips to share on this subject.

Content vs. Quality of Writing

There are two main things you may want to offer feedback on when reading an essay. These are:

• The content of the essay (i.e. what the author is arguing)
• How it is written (i.e. how well they communicate their argument)

The exact nature of the feedback you provide will depend on the topic and type of essay you are reading. But there are some things you might want to comment on for any paper, including:

• Spelling, grammar and punctuation errors
• Overall structure and readability
• Academic vocabulary and writing style
• Factual inaccuracies or ambiguities
• Whether the author provides evidence for their arguments
• Clarity and consistency of referencing

Ideally, you’ll provide feedback on all of these. However, if you’re simply reading the first draft of a paper to help a friend, you may want to check what kind of feedback they want.

Try, too, to balance the positive and negative feedback. It’s just as important to note things that are good as things that need clarifying. After all, if the author sees nothing but negative comments, they could be discouraged. Positive feedback, on the other hand, is a great motivator.

Comments in Margins vs. In-Depth Feedback

One way of leaving feedback is to make notes in the margins (either on paper or using the comment function in Microsoft Word). These should be short notes related to a specific issue, such as highlighting a misspelled word, an incorrect fact, or a missing citation.

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Try not to leave too many comments in the margins, though. If there is a recurring problem, such as a word that the author has repeatedly misspelled, don’t comment on it every time. Instead, leave a comment noting the pattern of errors. This highlights the issue without overwhelming the reader.

You may also want to provide overall feedback at the end of the paper. Ideally, this in-depth feedback should:

• Start positive (e.g. This is a well-researched, well-organised paper ).
• Focus on one or two major issues rather than repeating everything you commented on in the margins. If there are too many big problems to pick one or two, you may want to speak to the author in person instead.
• Provide concrete criticism on specific problems, including page or section numbers where relevant, not just general criticisms (e.g. You are missing several citations in section three, so please check… rather than The referencing in this paper could be improved… ).

If you’re offering feedback on an essay that is currently in progress, focus on issues that the author could improve in the next draft. If you’re marking a final draft, however, you may want to focus on what they can learn from the essay’s overall strengths and weaknesses.

Marking Criteria

Finally, if you’re teaching on a university course – or even just marking papers – you should have access to the marking criteria. These will be set by the university or whoever is teaching the class. And, crucially, these guidelines will set out in detail what a good paper should do.

These criteria can also be useful when planning a paper, so it’s worth asking about the marking criteria even if you’re writing an essay rather than offering feedback! And if you’re not sure where to find the marking criteria for your course, check the university website or ask your professor.

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5 effective constructive feedback examples: Unlocking student potential

This video provides an overview of the key features instructors need to know to make best use of Feedback Studio, accessed through the Turnitin website.

At Turnitin, we’re continuing to develop our solutions to ease the burden of assessment on instructors and empower students to meet their learning goals. Turnitin Feedback Studio and Gradescope provide best-in-class tools to support different assessment types and pedagogies, but when used in tandem can provide a comprehensive assessment solution flexible enough to be used across any institution.

By completing this form, you agree to Turnitin's Privacy Policy . Turnitin uses the information you provide to contact you with relevant information. You may unsubscribe from these communications at any time.

Providing constructive feedback examples to students is an important part of the learning journey and is crucial to student improvement. It can be used to feed a student’s love of learning and help build a strong student-teacher relationship. But it can be difficult to balance the “constructive” with the “feedback” in an effective way.

On one hand, we risk the student not absorbing the information, and therefore missing an opportunity for growth when we offer criticism, even when constructive. On the other hand, there is a risk of discouraging the student, dampening their desire to learn, or even harming their self-confidence. Further complicating the matter is the fact that every student learns differently, hears and absorbs feedback differently, and is at a different level of emotional and intellectual development than their peers.

We know that we can’t teach every student the exact same way and expect the same results for each of them; the same holds true for providing constructive feedback examples. For best results, it’s important to tailor how constructive feedback is provided based on content, student needs, and a variety of other factors.

In this blog, we’ll take a look at constructive feedback examples and the value of effective instructor feedback, centering on Dr. John Hattie’s research on “Where to next?” feedback. We’ll also offer key examples for students, so instructors at different grade levels can apply best practices right away.

In 1992 , Dr. John Hattie—in a meta-analysis of multiple scientific studies—found that “feedback has one of the positive influences on student achievement,” building on Sadler’s concept that good feedback can close the gap between where students are and where they aim to be (Sadler, 1989 ).

But before getting too far into specifics, it would be helpful to talk about what “constructive feedback” is. Not everyone will define it in quite the same way — indeed, there is no singular accepted definition of the phrase.

For example, a researcher in Buenos Aires, Argentina who studies medical school student and resident performance, defines it, rather dryly, as “the act of giving information to a student or resident through the description of their performance in an observed clinical situation.” In workplace scenarios , you’ll often hear it described as feedback that “reinforces desired behaviors” or, a definition that is closer to educators’ goals in the classroom, “a supportive way to improve areas of opportunity.”

Hattie and Clarke ( 2019 ) define feedback as the information about a learning task that helps students understand what is aimed to be understood versus what is being understood.

For the purposes of this discussion, a good definition of constructive feedback is any feedback that the giver provides with the intention of producing a positive result. This working definition includes important parts from other, varied definitions. In educational spaces, “positive result” usually means growth, improvement, or a lesson learned. This is typically accomplished by including clear learning goals and success criteria within the feedback, motivating students towards completing the task.

If you read this header and thought “well… always?” — yes. In an ideal world, all feedback would be constructive feedback.

Of course, the actual answer is: as soon, and as often, as possible.

Learners benefit most from reinforcement that's delivered regularly. This is true for learners of all ages but is particularly so for younger students. It's best for them to receive constructive feedback as regularly, and quickly, as possible. Study after study — such as this one by Indiana University researchers — shows that student information retention, understanding of tasks, and learning outcomes increase when they receive constructive feedback examples soon after the learning moment.

There is, of course, some debate as to precise timing, as to how soon is soon enough. Carnegie Mellon University has been using their proprietary math software, Cognitive Tutor , since the mid-90s. The program gives students immediate feedback on math problems — the university reports that students who use Cognitive Tutor perform better on a variety of assessments , including standardized exams, than their peers who haven’t.

By contrast, a study by Duke University and the University of Texas El Paso found that students who received feedback after a one-week delay retained new knowledge more effectively than students who received feedback immediately. Interestingly, despite better performance, students in the one-week delayed feedback group reported a preference for immediate feedback, revealing a metacognitive disconnect between actual and perceived effectiveness. Could the week delay have allowed for space between the emotionality of test-taking day and the calm, open-to-feedback mental state of post-assessment? Or perhaps the feedback one week later came in greater detail and with a more personalized approach than instant, general commentary? With that in mind, it's important to note that this study looked at one week following an assessment, not feedback that was given several weeks or months after the exam, which is to say: it may behoove instructors to consider a general window—from immediate to one/two weeks out—after one assessment and before the next assessment for the most effective constructive feedback.

The quality of feedback, as mentioned above, can also influence what is well absorbed and what is not. If an instructor can offer nuanced, actionable feedback tailored to specific students, then there is a likelihood that those students will receive and apply that constructive feedback more readily, no matter if that feedback is given minutes or days after an assessment.

Constructive feedback is effective because it positively influences actions students are able to take to improve their own work. And quick feedback works within student workflows because they have the information they need in time to prepare for the next assessment.

No teacher needs a study to tell them that motivated, positive, and supported students succeed, while those that are frustrated, discouraged, or defeated tend to struggle. That said, there are plenty of studies to point to as reference — this 2007 study review and this study from 2010 are good examples — that show exactly that.

How instructors provide feedback to students can have a big impact on whether they are positive and motivated or discouraged and frustrated. In short, constructive feedback sets the stage for effective learning by giving students the chance to take ownership of their own growth and progress.

It’s one thing to know what constructive feedback is and to understand its importance. Actually giving it to students, in a helpful and productive way, is entirely another. Let’s dive into a few elements of successful constructive feedback:

When it comes to providing constructive feedback that students can act on, instructors need to be specific.

Telling a student “good job!” can build them up, but it’s vague — a student may be left wondering which part of an assessment they did good on, or why “good” as opposed to “great” or “excellent” . There are a variety of ways to go beyond “Good job!” on feedback.

On the other side of the coin, a note such as “needs work” is equally as vague — which part needs work, and how much? And as a negative comment (the opposite of constructive feedback), we risk frustrating them or hurting their confidence.

Science backs up the idea that specificity is important . As much as possible, educators should be taking the time to provide student-specific feedback directly to them in a one-on-one way.

There is a substantial need to craft constructive feedback examples in a way that they actively address students’ individual learning goals. If a student understands how the feedback they are receiving will help them progress toward their goal, they’re more likely to absorb it.

Our veteran Turnitin team of educators worked directly with Dr. John Hattie to research the impact of “Where to next?” feedback , a powerful equation for goal-oriented constructive feedback that—when applied formatively and thoughtfully—has been shown to dramatically improve learning outcomes. Students are more likely to revise their writing when instructors include the following three essential components in their feedback:

• Issue: Highlighting and clearly describing the specific issue related to the writing task.
• Relevance: Aligning feedback explicitly to the stated expectations of the assignment (i.e. rubric).
• Action: Providing the learner with their “next steps,” appropriately guiding the work, but not giving away the answer.

It’s also worth noting that quality feedback does not give the answer outright to the student; rather, it offers guidelines and boundaries so the students themselves can do their own thinking, reasoning, and application of their learning.

As mentioned earlier, it's hard to balance the “constructive” with the “feedback” in an effective way. It’s hard, but it’s important that instructors learn how to do it, because how feedback is presented to a student can have a major impact on how they receive it .

Does the student struggle with self confidence? It might be helpful to precede the corrective part of the feedback acknowledging something they did well. Does their performance suffer when they think they’re being watched? It might be important not to overwhelm them with a long list of ideas on what they could improve.

Constructive feedback examples, while cued into the learning goals and assignment criteria, also benefit from being tailored to both how students learn best and their emotional needs. And it goes without saying that feedback looks different at different stages in the journey, when considering the age of the students, the subject area, the point of time in the term or curriculum, etc.

In keeping everything mentioned above in mind, let’s dive into five different ways an instructor could give constructive feedback to a student. Below, we’ll look at varying scenarios in which the “Where to next?” feedback structure could be applied. Keep in mind that feedback is all the more powerful when directly applied to rubrics or assignment expectations to which students can directly refer.

Below is the template that can be used for feedback. Again, an instructor may also choose to couple the sentences below with an encouraging remark before or after, like: "It's clear you are working hard to add descriptive words to your body paragraphs" or "I can tell that you conducted in-depth research for this particular section."

For instructors with a pile of essays needing feedback and marks, it can feel overwhelming to offer meaningful comments on each one. One tip is to focus on one thing at a time (structure, grammar, punctuation), instead of trying to address each and every issue. This makes feedback not only more manageable from an instructor’s point of view, but also more digestible from a student’ s perspective.

Example: This sentence might be difficult for your readers to understand. Reword this sentence so your meaning is clear to your audience.

Rubrics are an integral piece of the learning journey because they communicate an assignment’s expectations to students. When rubrics are meaningfully tied to a project, it is clear to both instructors and students how an assignment can be completed at the highest level. Constructive feedback can then tie directly to the rubric , connecting what a student may be missing to the overarching goals of the assignment.

Example: The rubric requires at least three citations in this paper. Consider integrating additional citations in this section so that your audience understands how your perspective on the topic fits in with current research.

Within Turnitin Feedback Studio, instructors can add an existing rubric , modify an existing rubric in your account, or create a new rubric for each new assignment.

QuickMark comments are sets of comments for educators to easily leave feedback on student work within Turnitin Feedback Studio.

Educators may either use the numerous QuickMarks sets readily available in Turnitin Feedback Studio, or they may create sets of commonly used comments on their own. Regardless, as a method for leaving feedback, QuickMarks are ideal for leaving “Where to next?” feedback on student work.

Here is an example of “Where to next?” feedback in QuickMarks:

It can be just as helpful to see a non-example of “Where to next?” feedback. In the image below, a well-meaning instructor offers feedback to a student, reminding them of what type of evidence is required in an argumentative essay. However, Issue and Action are missing, which leaves the student wondering: “Where exactly do I need to improve my support? And what next steps ought to be taken?”

Here is a non-example of “Where to next?” feedback in QuickMarks:

As an instructor in a STEM class, one might be wondering, “How do I apply this structure to my feedback?” While “Where to next?” feedback is most readily applied to English Language Arts/writing course assignments, instructors across subject areas can and should try to implement this type of feedback on their assignments by following the structure: Issue + Relevance + Action. Below is an example of how you might apply this constructive feedback structure to a Computer Science project:

Example: The rubric asks you to avoid “hard coding” values, where possible. In this line, consider if you can find a way to reference the size of the array instead.

As educators, we have an incredible power: the power to help struggling students improve, and the power to help propel excelling students on to ever greater heights.

This power lies in how we provide feedback. If our feedback is negative, punitive, or vague, our students will suffer for it. But if it's clear, concise, and, most importantly, constructive feedback, it can help students to learn and succeed.

Study after study have highlighted the importance of giving students constructive feedback, and giving it to them relatively quickly. The sooner we can give them feedback, the fresher the information is in their minds. The more constructively that we package that feedback, the more likely they are to be open to receiving it. And the more regularly that we provide constructive feedback examples, the more likely they are to absorb those lessons and prepare for the next assessment.

The significance of providing effective constructive feedback to students cannot be overstated. By offering specific, actionable insights, educators foster a sense of self-improvement and can truly help to propel students toward their full potential.

Classroom Q&A

With larry ferlazzo.

In this EdWeek blog, an experiment in knowledge-gathering, Ferlazzo will address readers’ questions on classroom management, ELL instruction, lesson planning, and other issues facing teachers. Send your questions to [email protected]. Read more from this blog.

Response: Ways to Give Effective Feedback on Student Writing

• Share article

This is the second post in a four-part series. You can see Part One here .)

The new question-of-the-week is:

What are the best ways to give students feedback on their writing?

Part One began with responses from Anabel Gonzalez, Sarah Woodard, Kim Jaxon, Ralph Fletcher, Mary Beth Nicklaus, and Leah Wilson. You can listen to a 10-minute conversation I had with Anabel, Sarah, and Kim on my BAM! Radio Show . You can also find a list of, and links to, previous shows here.

Today, Susan M. Brookhart, Cheryl Mizerny, Amy Benjamin, Kate Wolfe Maxlow, Karen Sanzo, Andrew Miller, David Campos, and Kathleen Fad share their commentaries.

Response From Susan M. Brookhart

Susan Brookhart, Ph.D., is the author of How to Use Grading to Improve Learning (ASCD 2017) and How to Give Effective Feedback to Your Students (2nd edition, ASCD 2017)). She is a professor emeritus at Duquesne University and an author and consultant. Her focus is classroom assessment and its impact on teaching, learning, and motivation:

Giving feedback on writing is a special responsibility. If you ask students to write thoughtfully to you, it would be hypocritical of you not to write (or speak, if your feedback is oral) thoughtfully back to them. And students will notice! Here are five things to keep in mind as you think about feedback on students’ written work:

#1 - Before the students write, make sure they know what they are trying to learn (more specifically than just “writing”) and what qualities their writing should exhibit. Unless students are trying to learn something specific, they will experience teacher feedback as additional teacher directions they have to follow. So, for example, if students are writing descriptive paragraphs, they should know what the kind of descriptive paragraphs they are aiming for looks like. Criteria for success might be that they (1) use adjectives that describe by telling what the object of their description looks, sounds, tastes, smells, or feels like; and (2) help their readers feel like they “are there,” experiencing whatever is described themselves. If this is what students are aiming to do, then the feedback questions are already set up: Are my adjectives descriptive? Do they conjure up sight, sound, taste, smell, or touch? Did you (my teacher and my reader) feel like you really experienced what I was describing, that you were there? The best feedback on student writing tells students what they want to know to get closer to the particular vision of writing they are working on.

#2 - Describe at least one thing the student did well, with reference to the success criteria. Focus your feedback on the criteria, not on other features of the work (like handwriting or grammar, unless that was the focus of the writing lesson). Even the poorest paper has something to commend it. Find that and begin your feedback there. Students can’t navigate toward learning targets by filling in deficits only; they also need to build on their strengths. And don’t assume that just because a student did something well, they know what that is. The best feedback on student writing names and notices where students are meeting criteria that show their learning.

#3 - Suggest the student’s immediate next steps, again with reference to the success criteria. Your feedback does not need to “fix” everything possible. It only needs to take the student’s work to the next level. Select the one or two—whatever is doable in the next draft of the writing piece—things that the student should do next, given where they are right now.The best feedback on student writing moves students forward in their quest to reach a learning goal.

#4 - Make sure you learn something from the feedback episode, too. Too often, teachers think of feedback as their expert advice on students’ writing. But every opportunity to give feedback on student writing is also an opportunity for you to learn something about what your students are thinking, what kinds of writing skills they have, and what they need to learn next. The best feedback on student writing gives teachers a window into student thinking; it doesn’t just advise students.

#5 - Give students an immediate opportunity to use the feedback. Much feedback on student writing is wasted, because students don’t use it. Many teachers subscribe to the myth that students will use the feedback “next time” they write something similar. However, it’s not true that students have some sort of file drawer in their heads, with files labeled according to type of writing, that they will magically open at some point in the future.

No matter how well-intentioned the student, this just isn’t how it works. The best feedback on student writing is followed immediately by a planned opportunity, within instructional time, for students to use the feedback.

Response From Cheryl Mizerny

Cheryl Mizerny has been teaching for more than 20 years, is passionate about middle-level education, and serves on the faculty of the AMLE Leadership Institute. Her practice is guided by her belief in reaching every student and educating the whole child. She currently teaches 6th grade English in Michigan and writes an education blog, “It’s Not Easy Being Tween,” for Middleweb.com:

Good feedback on student writing is time-consuming and takes a great deal of teacher effort, but the results in the improvement of their writing is worth my time. Over the years, I have found some ways to streamline the process.

First, students can’t hit a target they can’t see. Therefore, it is important that they have a clear understanding of the goal of the writing piece. I do lots of front-loading with using mentor texts to study author’s craft. Valuable feedback will tell them how close they are to the target and how they can get closer to a bullseye.

For me, the most important consideration when giving feedback is how likely is this to be used? Whenever possible, my first step is verbal feedback via an individual writing conference during the first draft stage. This lets me correct any major errors before they get too far along. We use Google docs so that they have access to them everywhere, I can see the revision history, and I am able to type my comments right in line with the text (which is faster and neater than my handwriting). Prior to writing my first comments, I have students identify a couple things on which they’d like me to focus when reading their paper. Just as I have goals for the final piece, so should they. Then, I begin the process of reading for feedback.

For me, I’ve found that feedback works best if it meets the following criteria: It’s prompt (not saying it has to be the next day, but students get very upset if they have to wait three weeks to get a draft back and rightly so), conversational and respectful in tone, specifically identifies areas for improvement and prioritizes them, focuses on larger issues such as content over small ones like punctuation, and is strengths-based with a balance of more positive than negative commentary. Feedback such as “Good job” is not helpful nor is “This is way too short.” Students needs specific information about how to make improvements if they are going to do so. If I have an especially weak piece, I don’t provide all the ways it can be improved via written feedback to avoid the child shutting down. That student obviously needs more assistance, and a conference is warranted. I am careful to address only a few areas of improvement per paper and I also comment on the areas in which they have a personal progress goal.

As they begin revising in class, I give some individual time to students to have a conversation about their work. The rest are looking at my comments and addressing each one or reading each other’s work. Prior to them handing in the second draft, I provide a checklist of things to consider and ask students to “whisper-read” to themselves (Google Docs has a screen reader built in) to find simple errors. Once they hand in this draft, I look at their work using a single-point rubric (see Jennifer Gonzalez article ) and make comments on it as a cover sheet. I hand this back without a grade on it. In my experience, once they see a grade, the learning stops. They then have one final pass to make any corrections before I receive the final. We also have a celebration of the writing and share work with one another. In my class, it’s is all about the writing process and not the product and this method works well for us.

Response From Amy Benjamin

Amy Benjamin is a teacher, educational consultant, and author whose most recent book is Big Skills for the Common Core (Routledge). Her website is www.amybenjamin.com :

Recently I asked a group of English and social studies teachers to list the marginal comments that they typically write on their students’ papers. Many of the comments were frowny-faced reprimands ending in exclamation points: “Check spelling! Be specific! Develop! Proofread! Follow directions! Review apostrophe use! Others were milder admonitions, often in the form of questions: Where’s your evidence? This shows what? Is this accurate? Punctuation?” Then there were suggestions that, though valid, are unlikely to do much good: “Be sure to support your claim, support the quote, make an inference, anchor the quote, connect to the question, elaborate meaning of quote, explain detail, review, set up the context for the claim, work on ‘tightening up’ your writing, follow the rubric.” The teacher knows what these comments mean, but do the students? Despite the inordinate amount of time it takes to pore over essays and write these comments, we have reason to suspect that they are not accomplishing their intended purposes, which are twofold: 1) to justify the grade on top of the paper, and 2) to get students to improve their writing. The second is far more important than the first. But if there’s no follow-up to our commentary, then what is the point? What are the best ways to give feedback that actually leads to improvement?

First, let’s consider the tone of our comments: While not all of the comments I collected were negative, most were. Some of the positive ones were “nicely written, well-supported, excellent topic sentence, insightful point, great evidence provided, good intro, good sentence, good use of vocab, love your voice, I love this point.” The best way to keep someone pursuing a challenge is to encourage them. It is not so hard to find something—anything—that merits a pat on the back.

Second, let’s consider the amount of correction that is necessary to foster incremental improvement. Teachers are not copy editors. The copy editor has not done her job unless she has found and fixed every single error . But a teacher’s job should be to point out errors and weaknesses sparingly, staying within what she perceives to be that student’s zone of proximal development. All students are novice writers. Their progress will be recursive. If they take risks to produce increasingly sophisticated language in an academic register, they are likely to make more grammatical mistakes, not fewer. One positive and one negative comment or correction on a student’s paper is probably sufficient to keep the writer on a learning curve.

Think of a child learning to play the saxophone. The child has practiced and plays the rehearsed piece for her weekly lesson. Imagine a music teacher responding like this: “I heard two squeaks, one wrong note, an underplayed dynamic at Letter C, a missed quarter rest on the fourth measure, and you completely ignored the dynamics. Watch your fingering, your breathing, and your posture. Pay attention to the time signature. While you’re at it, give it some feeling. It’s supposed to sound like music, not noise.”

And, third, consider the follow-up. Rubrics are excellent tools because they establish criteria for success and help students self-monitor. But the rubric has to be written in student-friendly language. With an accessible rubric, the student can chart her progress from one piece of writing to another. You can follow-up on a writing assignment with mini-lessons, using authentic sentences from student writing as models of good writing, not only deficient writing.

If you’d like students to take real responsibility for their own writing growth, you may be interested in a resource that I’ve created called RxEdit and RxRevise. There you will find a collection of DIY lessons keyed to various writing needs. You can refer students to these lessons on an as-needed basis. It’s a great way to differentiate instruction. RxEdit and RxRevise are available for free on my website .

Response From Kate Wolfe Maxlow & Karen Sanzo

Kate Wolfe Maxlow and Karen Sanzo’s are co-authors of 20 Formative Assessment Strategies that Work: A Guide Across Content and Grade Levels . Kate Wolfe Maxlow is the Professional Learning Coordinator at Hampton City Schools and Karen Sanzo is a professor of Educational Foundations and Leadership at Old Dominion University:

How many times in school did you write something that made perfect sense to you only to have your teacher or professor write a big, red question mark next to it? The purpose of writing is to communicate thoughts and ideas to an audience, but because the writer cannot simultaneously be both the author and the audience, young writers often require a great deal of feedback in order to learn how to write clearly for an intended audience. Therefore, it is immensely important that teachers provide quality, frequent feedback to students on their writing.

To this end, it is also important to remember that the role of the teacher is to help students improve, not necessarily to expect a perfect product. Marzano (2017) explains that educators “should view learning as a constructive process in which students constantly update their knowledge.” Likewise, Hattie (2017) emphasizes the importance of helping students to engage in metacognitive strategies, such as Planning and Prediction, Elaboration and Organization, and Evaluation and Reflection. When we think of writing as a constructive process in which we should help students engage in metacognitive strategies, we realize how crucial it is that we provide students with feedback throughout the entire writing process, not simply at the end.

What does this look like? Imagine that you give students the following prompt: Explain why we remember George Washington today. Before students begin to write, have them make a plan that includes how they will conduct research, what questions they will ask, and how they will record answers. Check in with each student and then—this is key—provide feedback on their plans. As students begin to implement their plan and conduct research, collect information, and outline their paper, provide feedback on that, too.

What form does that feedback take? Well, whether it’s electronic (such as using Google Docs), verbal, or written doesn’t matter as much as the kind of thinking that the teacher asks the student to do when providing the feedback. For instance, a student has to do less work and actually learns less when a teacher writes, “George Washington did not have wooden teeth,” than if the teacher writes, “Can you find other sources that confirm that George Washington had wooden teeth?” or even “George Washington’s teeth are indeed an interesting subject; do you think we would remember him even if he had his own teeth based on his other accomplishments? What are the biggest reasons we remember him today?”

Feedback can, of course, also concern writing style. If feedback is too prescribed, we cheat students out of critical- and creative-thinking opportunities; if it is too vague, we risk frustrating them. For instance, instead of simply writing, “Vary your sentence style,” when a student starts each sentence in a paragraph with, “We remember George Washington because...,” a teacher could ask, “How can you start each sentence differently in this paragraph to keep the reader’s attention?” This points students in the right direction and also helps them understand why the change is important.

Lastly, while it’s important to give students feedback on their writing, feedback works best when we also collect it from students (Hattie, 2009). The more we ask students to self-evaluate and reflect on their work, the greater the impact on their achievement (Hattie, 2017). To that end, it can work well to have students first self-evaluate their writing using the rubric then come to a writing conference prepared with examples of what’s working in their paper and where they need help. When we give feedback like this, we encourage students not only to become better writers, but better thinkers as well.

Hattie, J (2009). Visible Learning: A synthesis of over 800 meta-analyses relating to achievement. New York: Routledge

Hattie, J. (2017). Hattie’s 2017 updated list of factors influencing student achievement. Retrieved from https://www.visiblelearningplus.com/sites/default/files/250%20Influences.pdf

Marzano (2017). The New Art and Science of Teaching. Bloomington, IN: ASCD & Solution Tree Press.

Response From Andrew Miller

Andrew Miller is currently an instructional coach at the Shanghai American School in China. He also serves on the National Faculty for the Buck Institute for Education and ASCD, where he consults on a variety of topics. He has worked with educators in the United States, Canada, Mexico, Australia, Thailand, Vietnam, Singapore, the Philippines, China, Japan, Indonesia, India, Kuwait, the United Arab Emirates, and the Dominican Republic:

Because we care about our students, we often do two things wrong: We give too much feedback or we tell students the answer in the feedback. Too much feedback is often ground in the traditional “final draft” way of writing, where the teacher collects the papers and then spends hours marking and providing written feedback near the end of the unit and close to when the assignment is due. This is often too much for students to process and/or can be too late. “Why didn’t you tell me my opening paragraph needed work when I wrote it a week ago?” Instead, teachers should provide feedback in smaller chunks in a more ongoing way. This makes the feedback manageable and timely.

For the second problem, teachers should focus on prompting and asking good questions to probe student thinking in the feedback they write. Instead of correcting a large amount of punctuation errors for students, write: “I’m noticing errors in comma and other punctuation usage in your second paragraph.” Here, the student must seek out those errors and correct them. They must learn! If the teacher does all the corrections for the students, then that teacher has done all the thinking for the student. In fact, it may have robbed that student of an opportunity to learn. Feedback should cause students to think and learn, not give away all the answers.

One final rule—don’t give feedback unless you can devote time for students to use and process it. We’ve all made the mistakes where we give feedback on the summative assessment and then students don’t use it. This is because we have indicated to them that it is summative and it is too late to improve. Teachers waste their time, and students don’t find value in the feedback.

Response From David Campos & Kathleen Fad

David Campos, Ph.D., is a professor of education at the University of the Incarnate Word in San Antonio, Texas, where he teaches undergraduate and graduate courses in special education, multicultural education, and instructional design and delivery. He has written books on LGBT youth, childhood health and wellness, and the schooling of Latinos. He has co-authored two books with Kathleen Fad: Tools for Teaching Writing (ASCD 2014) and Practical Ideas That Really Work for English Language Learners (Pro-Ed).

Kathleen Fad, Ph.D., is an author and consultant whose professional experience has spanned more than 30 years as a general education teacher, special education teacher, and university professor. Kathy’s specialty is designing practical, common-sense strategies that are research-based:

We also consider the idea of giving feedback from the special education perspective, and, that is, giving feedback so that it is individualized. Our experiences have taught us that in any given classroom, many students may struggle with the same writing issues, but most will have unique difficulties with their writing.

To help teachers give effective feedback on student writing, we created an evaluation protocol based on eight writing traits (in Tools for Teaching Writing, ASCD). Teachers can use this protocol to isolate the areas of writing that individual students struggle with the most. We identified qualities associated with each trait, which provides the teacher with a common language to use when she conferences with individual students.

Teachers can similarly create their own evaluation measure that has qualities associated with the traits or conventions of writing they address in their lessons. For example, teachers can ask themselves, “How does good presentation manifest in student writing?” Then, they can work toward developing the qualities of presentation they can regularly use in their instruction and student feedback. The key to effective feedback is to give students concrete qualities about the writing trait or convention and use those regularly in their conferences with students.

After teachers have developed this common language about writing, students can learn to self-reflect on their work. As a way of giving feedback, teachers can provide students with checklists associated with the qualities of the trait and have the students self-reflect or review their peers’ writing.

Thanks to Susan, Cheryl, Amy, Kate, Karen, Andrew, David, and Kathleen for their contributions.

Please feel free to leave a comment with your reactions to the topic or directly to anything that has been said in this post.

Consider contributing a question to be answered in a future post. You can send one to me at [email protected] . When you send it in, let me know if I can use your real name if it’s selected or if you’d prefer remaining anonymous and have a pseudonym in mind.

You can also contact me on Twitter at @Larryferlazzo .

Education Week has published a collection of posts from this blog, along with new material, in an e-book form. It’s titled Classroom Management Q&As: Expert Strategies for Teaching .

Just a reminder—you can subscribe and receive updates from this blog via email or RSS Reader. And if you missed any of the highlights from the first seven years of this blog, you can see a categorized list below. The list doesn’t include ones from this current year, but you can find those by clicking on the “answers” category found in the sidebar.

This Year’s Most Popular Q&A Posts

Race & Gender Challenges

Classroom Management Advice

Best Ways to Begin The School Year

Best Ways to End The School Year

Implementing the Common Core

Student Motivation & Social-Emotional Learning

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Project-Based Learning

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Teacher Leadership

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Best of Classroom Q&A

I am also creating a Twitter list including all contributers to this column .

Look for Part Three in a few days.

The opinions expressed in Classroom Q&A With Larry Ferlazzo are strictly those of the author(s) and do not reflect the opinions or endorsement of Editorial Projects in Education, or any of its publications.

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Khan Academy Blog

Introducing Khanmigo’s New Academic Essay Feedback Tool

posted on November 29, 2023

By Sarah Robertson , senior product manager at Khan Academy

Khan Academy has always been about leveraging technology to deliver world-class educational experiences to students everywhere. We think the newest AI-powered feature in our Khanmigo pilot—our Academic Essay Feedback tool—is a groundbreaking step toward revolutionizing how students improve their writing skills.

The reality of writing instruction

Here’s a word problem for you: A ninth-grade English teacher assigns a two-page essay to 100 students. If she limits herself to spending 10 minutes per essay providing personalized, detailed feedback on each draft, how many hours will it take her to finish reviewing all 100 essays?

The answer is that it would take her nearly 17 hours —and that’s just for the first draft!

Research tells us that the most effective methods of improving student writing skills require feedback to be focused, actionable, aligned to clear objectives, and delivered often and in a timely manner . 

The unfortunate reality is that teachers are unable to provide this level of feedback to students as often as students need it—and they need it now more than ever. Only 25% of eighth and twelfth graders are proficient in writing, according to the most recent NAEP scores .

An AI writing tutor for every student

Developed by experts in English Language Arts (ELA) and writing instruction, the pilot Khanmigo Academic Essay Feedback tool uses AI to offer students specific, immediate, and actionable feedback on their argumentative, expository, or literary analysis essays. 

Unlike other AI-powered writing tools, the Academic Essay Feedback tool isn’t limited to giving feedback on sentence- or language-level issues alone, like grammar or spelling. Instead, it provides feedback on areas like essay structure and organization, how well students support their arguments, introduction and conclusion, and style and tone.

The tool also doesn’t just stop at providing feedback, it also guides students through the revision process. Students can view highlighted feedback, ask clarifying questions, see exemplar writing, make revisions, and ask for further review—without the AI doing any actual writing for them.

Unique features of Khanmigo pilot Academic Essay Feedback tool

• Immediate, personalized feedback: within seconds, students get detailed, actionable, grade-level-appropriate feedback (both praise and constructive) that is personalized to their specific writing assignment and tied directly to interactive highlights in their essay.
• Comprehensive approach: feedback covers a wide range of writing skills, from crafting an engaging yet focused introduction and thesis, to overall essay structure and organization, to style and tone, to alignment and use of evidence.
• Interactive revision process: students can interact with Khanmigo to ask questions about specific pieces of feedback, get examples of model writing, make immediate revisions based on the feedback, and see if their revisions addressed the suggestion.
• Support for various essay types: the tool is versatile and assists with multi-paragraph persuasive, argumentative, explanatory, and literary analysis essay assignments for grades 8-12 (and more, coming soon).
• Focus on instruction and growth: like all Khanmigo features, the Academic Essay Feedback tool will not do the work for the student. Teachers and parents can rest assured that Khanmigo is there to improve the students’ independent writing skills, not provide one-click suggested revisions.

How parents can use Khanmigo’s Academic Essay Feedback tool

Any student with Khanmigo access can find the feedback tool under the “Write” category on their AI Activities menu. 

For academic essays, students should simply paste their first draft into the essay field, select their grade level and essay type, and provide the essay instructions from the teacher.

Students then click “Submit” and feedback begins generating. Once Khanmigo is done generating feedback, students can work their way through the suggestions for each category, chat with Khanmigo for help, make revisions, and resolve feedback. They can then submit their second draft for another round of feedback, or copy the final draft to submit to their teacher.

Bringing Khanmigo to your classroom, school, or district

Teachers in Khan Academy Districts partnerships can begin using the Khanmigo Academic Essay Feedback tool with their students right away. Simply direct students to the feedback tool under the “Write” category on their AI Activities menu.

Like all other Khanmigo activities, students’ interactions are monitored and moderated for safety. Teachers or parents can view the student’s initial draft, AI-generated feedback, chat history, and final draft in the student’s chat history. If anything is flagged for moderation, teachers or parents will receive an email notification.

Looking ahead

With the Academic Essay Feedback tool in our Khanmigo pilot, teachers and parents can empower students to take charge of their writing.The tool helps facilitate a deeper understanding of effective writing techniques and encourages self-improvement. For teachers, we think this tool is a valuable ally, enabling them to provide more frequent, timely, detailed, and actionable feedback for students on multiple drafts.

In the coming months, we’ll be launching exciting improvements to the tool and even more writing resources for learners, parents, teachers, and administrators:

• The ability for teachers to create an essay-revision assignment for their students on Khan Academy
• More varied feedback areas and flexibility in what feedback is given
• Support for students in essay outlining and drafting
• Insights for teachers and parents into their students’ full writing process

Stay tuned!

Sarah Robertson is a senior product manager at Khan Academy. She has a M.Ed. in Curriculum and Instruction and over a decade of experience teaching English, developing curriculum, and creating software products that have helped tens of millions of students improve their reading and writing skills.

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101 Positive Feedback Examples (Copy and Paste)

Positive feedback is essential for providing a supportive and encouraging environment – be it at school, in the workplace, or with personal relationships.

But it needs to be personalized, specific, and encouraging in order for it to have the most effect.

Below are 100 positive feedback examples that you can copy and paste – find the one that’s specific for your needs and then edit it so it’s more personalized for the person receiving the feedback.

Don’t forget to also embrace constructive feedback as well to give the person ideas about avenues for ongoing improvement.

Positive Feedback Examples

1. general praise.

• Excellent effort: It is clear to see that you put in your absolute best and this is a sign you’ll achieve great success in your life in the future.
• Writing Skills : Your writing skills are impressive. Specifically, your report started very clearly and remained readable through the body of the piece. The content was well-researched with use of authoritative sources.
• Presentation: Your presentation was engaging and informative. Well done! Thank you for the effort you put into preparing it.
• Creativity: Your creativity for this project has been outstanding. The design concept you came up with really sets our project apart.
• Customer Service: I appreciate your dedication to providing excellent customer service on behalf of the company. Our clients consistently praise your professionalism and helpfulness.
• Multitasking Skills : Your ability to manage multiple projects simultaneously while maintaining a high level of quality was impressive and makes me think you have a lot of potential in the workplace.
• Teamwork Skills: Your teamwork and collaboration skills such as your ability to find common ground have made a significant positive impact on our team’s dynamic and productivity.
• Leadership: Your leadership has been instrumental in driving the success of our project, and the team truly appreciates your guidance and support.
• Innovation: Your innovative ideas have led to significant improvements in our processes, saving both time and resources.
• Problem-Solving: Your problem-solving skills are exceptional; you always approach challenges with a positive attitude and find effective solutions.
• Public Speaking: Your public speaking skills have greatly improved; your recent presentation was engaging, well-delivered, and captured the audience’s attention.

2. Positive Feedback for Students

• Hard Work: Your hard work and dedication to your studies have led to a significant improvement in your grades. Always remember this as an exmaple of when hard work leads to self-improvement and mastery.
• Creativity: Your creativity and unique perspective on the assignment resulted in a thought-provoking and engaging project. Remember that creativity is your strength!
• Self-Confidence: You’ve shown great progress in your self-confidence, enabling you to tackle these challenges without hesitation. Keep on going, knowing you’re on the right track.
• Active Participation: Your active participation in class discussions has helped you to get really engaged in the coursework. It has also helped your classmates to see what it means to be a good learner.
• Collaboration Skills: Your ability to work well with your classmates on group projects demonstrates strong teamwork and collaboration skills. Specifically, you were very good at sharing ideas and brainstorming with your team.
• Attention to Detail: Your attention to detail and thoroughness is a strength. It ensures that you meet expectations and don’t go off track anymore.
• Time Management: You’ve shown great improvement in your time management skills. I’ve noticed you turning up to class more prepared and more ready to learn.
• Communication: Your ability to clearly articulate your thoughts and ideas in written communication is impressive. Your writing is always clear and concise.
• Seeking Feedback: Your willingness to seek help and learn from feedback demonstrates a strong commitment to personal success. Keep up that growth mindset !
• Enthusiasm: Your enthusiasm and passion for learning inspire both your classmates and your teachers.

3. Feedback Expressing Encouragement

• Keep it Up: Keep up the excellent work on the project; your dedication and focus are truly making a difference.
• Overcoming Challenges: I believe in your ability to overcome this challenge; your resilience and determination have always been inspiring.
• Making Progress: You’re making great progress in developing your skills; keep pushing yourself, and you’ll continue to achieve even greater success.
• Pushing through Setbacks: Don’t get discouraged by setbacks; you have the talent and drive to accomplish your goals.
• Keep Practicing: I can see how much effort you’ve put into improving your communication skills; continue practicing, and you’ll become even more effective.
• You’re on Track: You’re on the right track with your approach to problem-solving; keep refining your process, and you’ll achieve even better results.
• Positive Attitude: Your positive attitude and enthusiasm are contagious; continue to bring that energy to our team, and it will inspire everyone around you.
• Challenge Yourself: Keep exploring new ideas and challenging yourself; your creativity and innovation are valuable assets to our team.
• Leadership Skills : You’re showing great potential as a leader; continue to develop your leadership skills, and you’ll have a significant impact on our team’s success.
• Making Progress: Your progress in mastering new software is impressive; keep learning and growing, and you’ll become an invaluable resource for our team.

4. Feedback Expressing Recognition

• Outstanding Performance: I want to recognize your outstanding performance in meeting and exceeding our sales targets this quarter; your hard work has made a significant impact on our success.
• Invaluable contribution: Your contributions to the project have been invaluable, and I want to acknowledge your dedication to ensuring its successful completion.
• Exceptional customer service: I’d like to commend your exceptional customer service skills; we’ve received numerous positive reviews from our clients praising your responsiveness and professionalism.
• Efficiency improvement: Your ability to streamline our processes and increase efficiency has not gone unnoticed; thank you for your initiative and resourcefulness.
• Consistent attendance: I want to acknowledge your consistent punctuality and attendance; it demonstrates your commitment to our team and sets a great example for others.
• Conflict resolution: Your proactive approach in resolving conflicts within the team has been instrumental in maintaining a positive work environment; your leadership skills are truly appreciated.
• Excellent presentation: I’d like to recognize your excellent presentation skills; your recent presentation was both informative and engaging, and it clearly demonstrated your expertise in the subject matter.
• Mentorship contribution : Your mentorship of our new team members has played a crucial role in their successful onboarding and integration into the team; thank you for sharing your knowledge and experience.
• Effective multitasking: I want to acknowledge your impressive ability to multitask effectively, juggling multiple projects without compromising the quality of your work.
• Community outreach volunteering: Your volunteer efforts in organizing and participating in our company’s community outreach initiatives deserve recognition; your commitment to giving back is truly commendable.

5. Feedback Expressing Gratitude

• Timely completion: Thank you for going above and beyond to ensure the project was completed on time. I hope you’re proud of what you’ve produced!
• Colleague support: I’m grateful for your willingness to step up and help your colleagues when they needed someone to take up the slack. That sort of dedication makes a big difference in our team’s overall success.
• Team-building organizer: I appreciate your efforts in organizing the team-building event; it was a great success and helped to strengthen our team’s relationships.
• Thorough report: Thank you for your hard work in researching and preparing the report; your thoroughness made it an invaluable resource for our team.
• Commitment to team: Thank you for staying late to resolve that urgent issue; your commitment to our team is truly valued.
• Productivity improvement: I’m grateful for your initiative in developing a more efficient system for tracking our progress; it has significantly improved our productivity.
• Client-facing patience: Thank you for your patience and understanding in working with our clients, even when situations become challenging; it reflects positively on our company.
• Attention to detail: I appreciate your consistent attention to detail; it helps to ensure the quality of our work and minimizes errors.
• Valuable contribution to brainstorming: Thank you for your valuable input during our brainstorming session; your ideas and insights contributed significantly to shaping our project’s direction.
• Motivational support: I’m grateful for your support and encouragement during the difficult phase of the project; your positive attitude helped to keep the team motivated and focused.

6. Positive Feedback on Interviews

• Effective communication: You provided clear and concise responses to the interview questions, demonstrating your strong communication skills.
• Compelling presentation: Your ability to articulate your experiences and accomplishments in a compelling manner left a lasting impression on the interview panel.
• Thoughtful questioning: You asked thoughtful and relevant questions during the interview, showing your genuine interest in the position and the company.
• Professional demeanor: Your professional demeanor and positive attitude throughout the interview process made a strong impression on the hiring team.
• Problem-solving ability: You effectively showcased your problem-solving skills by providing specific examples of how you’ve tackled challenges in your previous roles.
• Company research: Your research on the company and its values demonstrates your commitment to finding a role that aligns with your interests and passions.
• Skills alignment: Your ability to connect your skills and experiences to the requirements of the position showcased your potential for success in the role.
• Interpersonal engagement: Your active listening and engagement during the interview indicated your strong interpersonal skills and ability to collaborate with others.
• Industry knowledge: You demonstrated a strong understanding of the industry and its challenges, positioning yourself as a knowledgeable candidate.
• Thoughtful follow-up: Your follow-up thank-you note after the interview was a thoughtful gesture that reinforced your interest in the position and appreciation for the opportunity.

7. Positive Feedback on Personal Growth

• Improved public speaking: I’ve noticed your increased confidence in public speaking; your practice and dedication are clearly paying off.
• Better time management: Your time management skills have improved significantly, allowing you to be more efficient and productive in your daily tasks.
• Developed leadership: I can see that you’ve made a concerted effort to develop your leadership skills, and it’s making a positive impact on our team.
• Impressive proficiency: Your growth in mastering new software and tools has been impressive, making you a valuable resource for our team.
• Clearer written communication: I’ve observed your progress in improving your written communication, and it’s made your reports much clearer and more concise.
• Enhanced analytical skills: The strides you’ve made in enhancing your analytical skills have resulted in more insightful and data-driven decision-making.
• Improved empathy: Your ability to handle difficult situations with more empathy and understanding has greatly improved, contributing to better interpersonal relationships within the team.
• Stronger client relationships: I can see your progress in building stronger client relationships, leading to increased trust and satisfaction.
• Improved problem-solving: Your commitment to personal development has led to a significant improvement in your problem-solving abilities.
• Expanded industry knowledge: You’ve made great strides in expanding your industry knowledge, making you a go-to resource for information and expertise on our team.

8. Positive Feedback on Teamwork Skills

• Effective collaborator: Your ability to collaborate effectively with others has played a crucial role in our team’s success.
• Supportive knowledge sharing: Your willingness to share your knowledge and expertise with your colleagues is truly appreciated and has fostered a supportive learning environment.
• Positive attitude and enthusiasm: Your positive attitude and enthusiasm make you a pleasure to work with, and it contributes to a great team dynamic.
• Skilled listener: You’re an excellent listener, and your ability to understand and consider the perspectives of your teammates has led to better decision-making within the team.
• Reliable team member: Your consistent reliability and dependability make you a valued team member that others can count on.
• Effective communicator: Your effective communication skills help keep the team informed and aligned on project goals and progress.
• Conflict mediator: Your ability to mediate conflicts and promote a harmonious work environment has been instrumental in maintaining strong teamwork.
• Helpful team player: You’re always willing to lend a helping hand to your colleagues, and your supportive nature makes a significant difference in our team’s success.
• Resilient under pressure: Your ability to work well under pressure and adapt to changing circumstances demonstrates great teamwork and resilience.
• Appreciative teammate: You consistently show appreciation for the efforts and contributions of your teammates, fostering a culture of recognition and gratitude within the team.

9. Positive Feedback on Initiative

• Proactive issue resolution: Your proactive approach to identifying and addressing potential issues has greatly contributed to the success of our project.
• Initiative in growth opportunities: I appreciate your initiative in seeking out new opportunities for growth and development within the team.
• Commitment to taking on challenges: Your willingness to take on additional responsibilities and challenges demonstrates your commitment and drive to succeed.
• Exceptional client service: Your ability to anticipate the needs of our clients and provide exceptional service without being prompted is truly impressive.
• Effective implementation of new tools: I commend your initiative in researching and implementing new tools and technologies that have improved our team’s efficiency.
• Industry trend awareness: Your proactive efforts to stay informed about industry trends and share that knowledge with the team have made a significant impact on our strategy and decision-making.
• Continuous learning: I appreciate your eagerness to learn and grow, continuously seeking out new resources and opportunities to expand your skills and expertise.
• Stakeholder relationship building: Your initiative in building relationships with key stakeholders has helped to strengthen our partnerships and collaboration.
• Process improvement: By identifying and addressing gaps in our processes, you’ve demonstrated a strong sense of initiative and commitment to continuous improvement.
• Feedback implementation: Your proactive approach to seeking feedback and implementing changes based on that feedback shows your dedication to personal and professional growth.

10. Positive Feedback on Leadership Skills

• Clear communication: Your ability to effectively communicate and articulate a clear vision for our team has been instrumental in our success.
• Collaborative leadership: Your leadership style encourages open dialogue and fosters a culture of trust and collaboration within the team.
• Motivational inspiration: Your ability to inspire and motivate your team members has contributed to a highly engaged and productive work environment.
• Exceptional mentorship: Your willingness to provide guidance, support, and mentorship to others demonstrates exceptional leadership qualities .
• Effective decision-making : Your ability to make tough decisions under pressure, while considering the best interests of the team and organization, is commendable.
• Fair conflict resolution: Your approach to conflict resolution is fair and balanced, promoting a harmonious and respectful team atmosphere.
• Appreciative recognition: Your consistent recognition and appreciation of team members’ efforts and contributions foster a culture of high performance and commitment.
• Effective delegation : Your ability to delegate tasks effectively and empower your team members to take ownership of their work is a key leadership strength.
• Commitment to learning: Your commitment to continuous learning and development, both for yourself and your team, sets an excellent example for others to follow.
• Emotionally intelligent leadership : Your strong emotional intelligence and ability to empathize with your team members have helped to create a supportive and inclusive work environment.

How to Give Positive Feedback

Feedback is often very hard to provide. As experts, we tend to have tacit knowledge of what looks good and what needs work, but this is very difficult to communicate in a simple and actionable way.

When giving your feedback, keep these tips in your mind, as they might help you to formulate more effective feedback:

• Be specific: Students get very frustrated when the feedback is too general and doesn’t given an exact example. So, be specific. Specificity means that you need to clearly describe what needs to be worked on and, if possible, point to the exact moment or place where the mistakes were made.
• Be genuine: Insincere feedback will be ignored. If the recipient thinks your praise is just performative, they won’t respect your opinions. In fact, sometimes the best positive feedback comes from someone who you know will give tough negative feedback if that’s what they genuinely think.
• Be timely: Timely feedback helps to reinforce an action or deter it in the future. If too much time has passed, the recipient will likely feel the feedback’s relevance has waned.
• Personalize it: Don’t make personal attacks, but rather, make it obvious that the feedback has been tailored to the person’s performance. I remember once my professor gave every student who got an A the same feedback, every student who got a B the same feedback, and so forth. Not many people in that class took the feedback seriously because they felt it didn’t directly address their paper.
• Strike a balance: The feedback shouldn’t all be overwhelmingly positive or else there’s no room for improvement. Offering constructive feedback alongside continuous and positive reinforcement can ensure the learner can identify ways to continually improve upon themselves over time.
• Encourage growth: Remind the recipient that feedback is about improvement, not tearing a person down or giving them a big ego. All feedback should be designed to elicit further improvement from the person.
• Offer examples: Often, examples of ways to improve are required in order for the recipient to truly understand what’s expected of them. Furthermore, noting specific examples of moments within their performance can help achieve more specificity in the work.
• Open a feedback loop: Ideally, the recipient of the feedback will have a chance to ask clarifying questions or explain themselves. Without dialogue, your feedback may feel unsupportive, miss the mark, or go over the recipient’s head. Conversation usually leads to better results.
• Allow a chance for improvement: Whenever possible, open the door for the recipient to demonstrate their growth in the future. This may be as simple as offering them the opportunity to come back and show you their next piece of work and tell you how they used your feedback.

By keeping these points in mind, you can provide positive feedback that is effective, meaningful, and supportive.

Strategy: The Feedback Sandwich

The feedback sandwich is an effective way to give constructive feedback that is framed positively and supportively.

This strategy is also known as the “praise-criticism-praise” or “compliment-suggestion-compliment” method.

The idea is to “sandwich” a piece of criticism or suggestion for improvement between two positive statements or compliments.

Because the feedback starts and ends positively, hopefully it will soften the impact of the criticism while also ensiring it is delivered.

This may help the recipient to know that you’re not just tearing them up – you have both positive feedback and constructive criticism to share, but your overall goal is to encourage and help them to improve.

Here’s a breakdown of the feedback sandwich method:

• Start with a positive statement: The first statement sets a positive tone by highlighting something you felt they did really well. This makes the recipient know you’re here to help and there is some value in their work.
• Offer constructive criticism: The middle feedback presents an area for improvement. Make sure that you’re specific and clear. Provide examples, if possible, and offer actionable suggestions to address this area for imprveoment for next time.
• End with another positive statement: Finish the feedback with something encouraging. Ensure it’s genuine, but also on a positive note. This helps to leave the conversation with a sense that the person receiving the feedback (and their work) has value.

One weakness of this approach is that it can come across as insincere. To address this, make sure your positive feedback is genuine and thoughtful.

Furthermore, ensure you allow for a chance to discuss and open the door for back-and-forth discussion about the person’s performance. Feedback should, ideally, be a two-way street and chance for discussion to help the person truly develop their skills.

Positive feedback is an essential part of helping students to understand the correct paths to take and when they did well so they can replicate that behavior. Praise and encouragement can help students stay engaged and develop self-confidence. Don’t forget to also provide constructive feedback that helps the learner know how to achieve self-improvement.

Chris Drew (PhD)

Dr. Chris Drew is the founder of the Helpful Professor. He holds a PhD in education and has published over 20 articles in scholarly journals. He is the former editor of the Journal of Learning Development in Higher Education. [Image Descriptor: Photo of Chris]

• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 5 Top Tips for Succeeding at University
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 50 Durable Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 100 Consumer Goods Examples
• Chris Drew (PhD) https://helpfulprofessor.com/author/chris-drew-phd/ 30 Globalization Pros and Cons

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16 constructive feedback examples — and tips for how to use them

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.

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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.

5 types of feedback that make a difference (and how to use them)

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