Why?<\/p>\n\n\n\n
Well, for starters, they don\u2019t know how. <\/p>\n\n\n\n
That\u2019s why today, we\u2019re going over:<\/p>\n\n\n\n
- \n
- What constitutes constructive feedback, <\/strong><\/li>\n\n\n\n
- The best examples of constructive feedback in the workplace, <\/strong>and<\/li>\n\n\n\n
- All the tips on giving constructive feedback to your employees.<\/strong><\/li>\n<\/ul>\n\n\n\n
Let\u2019s dive in. <\/p>\n\n\n
\n![\"How](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/How-to-give-constructive-feedback-cover.png\")
<\/figure>\n<\/div>\n\n\n- \n
- Constructive feedback is a type of assessment that provides employees with specific, actionable advice that helps them improve their performance.<\/li>\n\n\n\n
- Even when it\u2019s negative, to be constructive, feedback needs to lift up people and show them you care.<\/li>\n\n\n\n
- The best tips for giving constructive feedback are:\n
- \n
- Start with the positives, <\/li>\n\n\n\n
- Establish trust,<\/li>\n\n\n\n
- Be specific,<\/li>\n\n\n\n
- Schedule feedback consistently,<\/li>\n\n\n\n
- Build on the positives,<\/li>\n\n\n\n
- Be honest,<\/li>\n\n\n\n
- Make time for face-to-face feedback,<\/li>\n\n\n\n
- Provide context,<\/li>\n\n\n\n
- Don\u2019t talk at the employees, and<\/li>\n\n\n\n
- Give actionable feedback.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
What is constructive feedback?<\/h2>\n\n\n\n
Constructive feedback is a type of assessment that provides employees with specific, actionable advice that helps them improve their performance. <\/strong><\/p>\n\n\n\n
Constructive feedback focuses on a person\u2019s achievements and strengths, while also providing suggestions or solutions<\/strong> for areas that might need some improvement. <\/p>\n\n\n\n
So, even when it\u2019s negative, to be constructive, feedback needs to lift up people and show them you care.<\/p>\n\n\n\n
That sentiment is shared by Dr. Daniel Boscaljon<\/a>, an Executive Coach and Founder of the Healthy Relationship Academy, which focuses on creating better workplace environments through developing relationship skills:<\/p>\n\n\n\n
\n\n![\"Dr](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/Dr-Daniel-Boscaljon.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cThe most important way to approach feedback is to recognize that many people are prone to hear feedback as criticism. When feedback isn\u2019t handled well, it can lead to people feeling guilt or shame \u2014 even if it was delivered kindly \u2014 which can lead to people associating work with feeling bad. Retaining employees means helping them think well of what they do. It means leaving them with a sense of competence. When done well, feedback helps employees feel more confident at doing a good job and more engaged with how they approach their tasks.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nBut, what does that look like in practice? Take a look at the exchange on Pumble by CAKE.com<\/a>, a team communication app<\/a>, that shows a conversation between a project manager and an employee who\u2019s been consistently late for several days.\u00a0<\/p>\n\n\n
\n![\"An](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/1-Unconstructive-feedback-1.png\")
An example of unconstructive feedback shown on Pumble, a team messaging app\n<\/figcaption><\/figure>\n<\/div>\n\n\n Now, while the manager did provide feedback, they didn\u2019t do so in the most constructive manner. Take a look at how that exchange could have looked like and see if you notice the difference.<\/p>\n\n\n
\n![\"An](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/2-Constructive-feedback-1.png\")
An example of constructive feedback shown on Pumble, a business communication app<\/figcaption><\/figure>\n<\/div>\n\n\n Give feedback over Pumble<\/a><\/p>\n\n\n\n
22 constructive feedback examples<\/h2>\n\n\n\n
According to Pumble\u2019s Communication in the Workplace Statistics<\/em><\/a>, 72% of people believe their performance would improve if their managers were to provide regular feedback<\/strong>. <\/p>\n\n\n\n
That\u2019s just one of the many benefits of constructive feedback in the workplace, others being:<\/p>\n\n\n\n
- \n
- Improved engagement,<\/li>\n\n\n\n
- Improved inter-team relationships,<\/li>\n\n\n\n
- Boosted morale,<\/li>\n\n\n\n
- Effective communication,<\/li>\n\n\n\n
- Continuous learning, and<\/li>\n\n\n\n
- Improved collaboration.<\/li>\n<\/ul>\n\n\n\n
However, at the same time, only 14% of managers and leaders feel comfortable having feedback sessions, since most of them involve having some type of a difficult conversation<\/a>. <\/p>\n\n\n\n
If you\u2019d like to be a part of that 14% but are unsure where to start, we prepared examples of constructive feedback that you can use in various communication situations at work<\/a>. <\/p>\n\n\n\n
Constructive feedback examples about team communication<\/h3>\n\n\n\n
To be efficient, a team must have productive team communication<\/a>. However, that\u2019s difficult to maintain when specific team members are \u201csabotaging\u201d communication by being poor communicators. <\/p>\n\n\n\n
We\u2019ll take a look at 2 different scenarios where you might have to deliver constructive feedback to someone due to poor team communication.<\/p>\n\n\n\n
Situation #1:<\/strong> An employee tends to deliver information or opinions in a brutally honest manner.<\/p>\n\n\n\n
Constructive feedback example:<\/strong> <\/p>\n\n\n\n
\n
\u201cThere was a situation last week with Sally, the new intern \u2014 you told her her first finished document looked \u2018like it was done by someone with no experience.\u2019 I think that was quite harsh, especially since she really has no experience and is here to learn. An encouraging attitude might have been more helpful in that situation, so I wanted to discuss the chances of you working on being a better mentor. Your leadership potential is directly related to your <\/em>communication skills<\/em><\/a>, so I think you could benefit from some communication courses. You have what it takes to go far in this company and I would like to see that happen.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2:<\/strong> An employee tends to \u201ctake over\u201d in team meetings and speak over others.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cHey, I\u2019ve noticed in several previous team meetings that your eagerness to share ideas and opinions often ends up with you interrupting others. Your ideas are usually stellar and I encourage you to still share them but I\u2019d also like to talk to you about potential ways that you could engage in more <\/em>active listening<\/em><\/a> in our meetings. That way, you\u2019ll be able to support others in your team and still share your ideas.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n\n
\n\n Improve team communication<\/span>\nSecure, real-time communication for professionals. Discuss, share & collaborate.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Team communication is vital for success, which is why you should always encourage your team members to work on becoming better communicators. To see how you can do that, read the article below:<\/p>\n\n\n\n
- \n
- How to Improve Team Communication<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Constructive feedback examples about time management<\/h3>\n\n\n\n
The first example we provided in this article dealt with time management. However, an employee being consistently late is just one of many time management-related situations that you might find yourself in. <\/p>\n\n\n\n
Let\u2019s take a look at how you might handle the rest of them.<\/p>\n\n\n\n
Situation #1:<\/strong> An employee makes deadline-related promises that they consistently break.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cThe deadline for your task on the Perkins project passed yesterday, and I see that you haven\u2019t delivered it yet, so I wanted to follow up with you. When you miss deadlines, you\u2019re delaying not only your task but also the progress of other people who, through no fault of their own, can\u2019t finish their parts. In the future, I\u2019d like you to come to me if you notice that a deadline is too tight or that your workload is too demanding. We can always find a way to work around it or find an alternative solution.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2:<\/strong> An employee misses or is late for daily\/weekly meetings.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cI know your tasks keep you plenty occupied and that you can sometimes get lost in your work. Your work ethic is evident in the way you dutifully outperform our expectations, but you need to manage your time better. When you miss a team meeting, you\u2019re hindering other people\u2019s progress, as they can\u2019t move on without your input. Try to be more aware of your schedule in the future, and let me know if there\u2019s any way I can help with that.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Hold your meetings on Pumble<\/a><\/p>\n\n\n\n
Constructive feedback examples about team collaboration<\/h3>\n\n\n\n
The backbone of any organization is team collaboration<\/a> \u2014 but only if it\u2019s done right. Sometimes, you\u2019ll find that some team members are more open to collaboration than others, which is when you have to step in and deliver potentially negative feedback to ensure productive team collaboration<\/a>.<\/p>\n\n\n\n
Here are 2 examples of how you might do that.<\/p>\n\n\n\n
Situation #1:<\/strong> An employee refuses to share knowledge and help other team members. <\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cThis <\/em>cross-functional project<\/em><\/a> we\u2019ve been working on for the past 4 months is vital for the success of our department, and I know your department is depending on it heavily as well. However, I noticed a lack of transparency on your side, which leaves my team tapping in the dark. Would you be willing to share your progress and insights with us and offer more visibility so we can solve problems more effectively? How can we ensure better information exchange between our teams?\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2: <\/strong>An employee is reluctant to accept a change in protocol.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cYou\u2019ve always been an amazing contributor in a team environment, and your ideas truly stand out every time. However, I\u2019ve noticed that you have a hard time adapting to change, as you have shut down other people\u2019s ideas that proposed a switch in protocol. Can we discuss this in greater detail? I feel like we need to show that we\u2019re team players and encourage every team member to voice their opinions \u2014 if nothing else, at least by discussing them before shooting them down.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
\n\ud83d\udca1 Pumble Pro Tip<\/strong><\/p>\n\n\n\n
Having all team members on the same page is just one aspect of successful team collaboration. To learn what the others are, take a look at this article:<\/p>\n\n\n\n
- \n
- Key Elements of (Good) Team Collaboration<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
Constructive feedback examples about performance<\/h3>\n\n\n\n
According to Pumble\u2019s Employee Engagement Statistics<\/em><\/a>, 92% of executives believe engaged employees perform better than disengaged ones. And, given that feedback is a powerful employee engagement<\/a> tool, it\u2019s safe to say you\u2019ll often find yourself needing to provide feedback to ensure better performance. <\/p>\n\n\n\n
Here are 2 examples of that.<\/p>\n\n\n\n
Situation #1:<\/strong> An employee is consistently failing to meet performance expectations.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cYou\u2019ve been part of the team for a few months now, and I feel like you\u2019re still finding your footing in it, which is why your performance levels aren\u2019t optimal. Your problem-solving skills are excellent and your work ethic is evident, but you\u2019re still unable to meet some of the KPIs in place. I wanted to talk to you about how we could go about fixing that, and what extra help I might be able to offer in that department.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2: <\/strong>An employee has trouble delivering at the same level they used to.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cI\u2019ve always known you to be an excellent worker, so seeing your productivity suffer in the past few months is concerning. I wanted to have a talk with you about the potential causes and how your team members and I can help you overcome them \u2014 maybe we can lighten your load or offer assistance of some other kind?\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n\n
\n\n Collaborate in real time<\/span>\nSecure and reliable team communication app for professionals. Try Pumble by CAKE.com.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-3.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nConstructive feedback examples about lower-quality work<\/h3>\n\n\n\n
It\u2019s unreasonable to expect all workers to show maximum performance results constantly. In fact, according to an HBR article<\/a>, constant maximum effort will never lead to maximum results. <\/p>\n\n\n\n
However, we can<\/em> expect employees to perform in a typical way. When that performance falters, we need to give them feedback to ensure they understand where they are lacking, and how to improve in those areas. <\/p>\n\n\n\n
Here are a few examples.<\/p>\n\n\n\n
Situation #1: <\/strong>An employee\u2019s attention to detail is slipping, which leads to quite a few errors. <\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cI\u2019ve noticed a somewhat concerning pattern in your work lately and wanted to touch base with you regarding that. Small errors seem to slip by you more often than before. Now, I know this happens to the best of us but I want to bring it to your attention, as it\u2019s vital we avoid too many of those. I have a short checklist that I go through myself when I do the final review of your tasks, so maybe you\u2019ll find it helpful as well.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2: <\/strong>An employee focuses on the quantity of work and fails to meet qualitative expectations.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cI wanted to reach out to you before our official yearly <\/em>performance review<\/em><\/a> period rolls around and talk about your output. You\u2019ve been putting in extra hours and, while I applaud your commitment, I need to draw your attention to the quality of the output. I\u2019d like to schedule a meeting with you where we can go over the importance of quality over quantity, so you can get a better insight into why it\u2019s vital that output is at a specific level.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Conduct your performance reviews on Pumble<\/a><\/p>\n\n\n\n
Constructive feedback examples about boundaries<\/h3>\n\n\n\n
Boundaries are vital in the workplace because, without them, we risk going into burnout. According to research by Isolved<\/a>, around 65% of employees feel burned out, which makes them 2.6 times more likely to leave a job. <\/p>\n\n\n\n
To mitigate burnout, you must enforce boundaries \u2014 both as an employee and as a manager. Here are 2 examples of that. <\/p>\n\n\n\n
Situation #1: <\/strong>A manager insists all team members work overtime.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cHey, I saw the messages you sent after hours and noticed that you even scheduled a couple of meetings after 6 p.m. Unfortunately, I won\u2019t be able to attend those, as my working hours are 9\u20135. I\u2019m doing my best to maintain a healthy <\/em>work-life balance<\/em><\/a>, and can\u2019t compromise the progress I\u2019ve made so far. I understand that you\u2019re under pressure to meet the deadlines and that the meetings need to happen ASAP, so, if you’d like, I\u2019ll share the times I am available, and we can reschedule them.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2:<\/strong> An employee works overtime and risks burnout.<\/p>\n\n\n\n
Constructive feedback example: <\/strong><\/p>\n\n\n\n
\n
\u201cI admire your commitment to your job, but I wanted to let you know that you don\u2019t need to work overtime. You have set working hours for a reason, and you should enjoy the rest of your day and not worry about work. As a company that prides itself in maintaining a <\/em>positive workplace environment<\/em><\/a>, we encourage all our employees to set clear work-life boundaries.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Constructive feedback examples about attitude<\/h3>\n\n\n\n
Attitude is a vital factor in the way we convey information, according to several communication models.<\/a> It can help us make our communication more transparent. <\/p>\n\n\n\n
However, people\u2019s attitudes can also lead to negative communication<\/a> and hinder our efforts to establish effective communication<\/a> in the workplace.<\/p>\n\n\n\n
Let\u2019s see how we can address attitude when giving constructive feedback.<\/p>\n\n\n\n
Situation #1: <\/strong>An employee demonstrates a negative attitude in team meetings.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cHey, I wanted to check in with you because I noticed some behaviors that are unlike you. You\u2019re really abrasive when communicating with other team members and me during team meetings, and I wanted to check to see if there\u2019s something in particular that\u2019s making you unhappy. Do you not enjoy the team dynamics? Or, perhaps you feel the meetings are unhelpful? In the future, I\u2019d appreciate it if we could solve any issues that arise before they spill out in this manner \u2014 you can always <\/em>knock on my virtual door<\/em><\/a> and voice your complaints.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2:<\/strong> An employee is rude toward other team members and staff in the office.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cI\u2019ve noticed that your attitude has become quite negative and sometimes even rude in the office. It\u2019s important that we curb that type of thing because it can spread quickly as well as affect other people and their performance. So, I wanted to touch base and see what I can do to help you out.\u201d <\/em><\/p>\n<\/blockquote>\n\n\n\n\n
\n\n Empower team communication<\/span>\nDiscuss, share & collaborate with Pumble, a team communication app.<\/p>\n\n
\n Sign up<\/a>\n\n Learn more<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nConstructive feedback examples for a colleague<\/h3>\n\n\n\n
Providing feedback is a staple practice of good leadership \u2014 and since not all leaders are managers<\/a>, you might find yourself giving feedback to your colleagues. <\/p>\n\n\n\n
Here are a couple of examples of how to provide constructive feedback to colleagues. <\/p>\n\n\n\n
Situation #1: <\/strong>A coworker isn’t a team player.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cWe\u2019ve worked together on quite a few projects in the past, but lately it seems like you prefer working in isolation, which leads to an overlap between your efforts and the efforts of myself and other team members. What do you think about instituting a check-in meeting or another <\/em>type of meeting<\/em><\/a> every week, where we can go over everyone\u2019s progress? That way, we can avoid doing double work in the future.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
Situation #2:<\/strong> A coworker often delegates their tasks to other team members.<\/p>\n\n\n\n
Constructive feedback example:<\/strong><\/p>\n\n\n\n
\n
\u201cHey, I noticed I\u2019ve been tagged as the assignee in our <\/em>Pumble team channel<\/em><\/a> for several tasks that used to belong to you. I am currently at capacity and have a lot on my plate, so I can\u2019t take them on. However, if you\u2019re struggling, I can help you talk to our manager about redistributing your workload. In the future, I\u2019d appreciate it if you\u2019d give me a heads up before just delegating your work to me.\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n
- Key Elements of (Good) Team Collaboration<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- How to Improve Team Communication<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
- The best examples of constructive feedback in the workplace, <\/strong>and<\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-4@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-3@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-2@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n