Giving Feedback

Feedback is an essential component of our personal and professional development. Whether at work, in a club or in a hobby: only through clear, personal and, above all, constructive feedback can we reflect on our work, recognise mistakes and develop our full potential. We often differentiate between affirmative and corrective feedback, although both forms can be mixed. Affirmative feedback praises positive performance or results, while corrective feedback addresses a mistake or misbehaviour and encourages improvement.

However, the responsibility for how feedback is received lies not only with the recipient. The feedback provider also has a significant influence on whether the feedback is constructive or whether it is hurtful, confusing or demotivating. In this article, you will find out how good feedback can be structured, which tips you should take to heart and how you can become credible with suitable examples.

Why constructive feedback is so important

1. further development and potential
Good feedback makes it possible to better recognise strengths, exploit potential and work on weaknesses in a targeted manner. Only those who actively receive feedback can question and sustainably improve their own behaviour.

2. learning together
In teams or clubs, constructive feedback accelerates cooperation. Talking openly about successes and mistakes builds trust and ensures that everyone involved can learn from each other.

3. credibility and respect
Lasting trust in a relationship, whether professional or private, is created through openness and honesty. Those who communicate feedback credibly show respect for the work and personality of their counterpart.

Tips and structure for constructive feedback

To ensure that feedback is clear, understandable and well received, the following procedure is helpful for both praising and critical feedback:

1. Clarify the environment and time frame: Create a suitable setting (for example, a quiet conversation) and make it clear what time period or specific project your feedback relates to. This ensures clarity and creates trust.
2. State clear feedback: Clearly formulate what you want to emphasise. For affirmative feedback: What exactly was done well? For corrective feedback: Where did you notice a specific problem or misbehaviour?
3. Give an example: Support your feedback with a clear example. In the case of praise, this can be a special situation or a successful result (‘I noticed how carefully you prepared the product presentation’). In the case of criticism, on the other hand, briefly describe when and how the problem became apparent (‘Yesterday in the team meeting, you interrupted colleagues several times’). This way, your counterpart knows what you are referring to and why it is credible.
4. Show importance: Explain why your feedback is important. What does it mean for you, the team or a customer when things go well or could go better? This gives your praise more weight and gives a corrective note a clear meaning: ‘If you continue to work so thoroughly, we will have fewer questions and save time’ or ‘If you let your colleagues finish, they will get more involved and we will find better solutions together.’

Different language for different people

Not everyone reacts the same way to the same wording. While some prefer direct, very clear feedback (‘hard and without subjunctives’), others need more tact or even a certain buffer (‘I would suggest…’). Especially in the work environment, we should therefore assess how the recipient ‘ticks’:

• Direct types: Often need a clear statement without beating around the bush, otherwise they don’t feel taken seriously.
• Sensitive types: Need more empathy and careful wording, otherwise they quickly feel attacked and block.

It is particularly important to strike the right note when making corrections. Harsh criticism can quickly unsettle the recipient or drive them into a defensive stance. With a little empathy, however, you can almost always find the right communication style.

Examples of confirming and corrective feedback

Confirming feedback

‘I particularly liked the way you structured the project plan yesterday. It was clear to see that you had familiarised yourself intensively and thought of every detail. Your commitment really helped us to clarify things quickly - which meant we were able to get started straight away this morning.’

This example clearly states what was done well (project plan), gives an example (depth of detail) and highlights the importance (speed and clarity for the team).

Corrective feedback

‘I noticed that you interrupted some colleagues in yesterday’s meeting when they were trying to explain something. This made others feel left behind and we missed out on valuable insights. I’d ask you to let them finish in future so that we can really hear everyone’s opinions and come to a good solution together.’

This not only describes the problem (interruptions in the meeting), but also explains why it was unfavourable and what you would like to see in the future (letting others finish speaking). The impact on the team (‘missed valuable insights’) is also made clear.

Important aspects of criticism: state the reason and motivation

When making corrections or reprimands, it is particularly important to state why you want this change or improvement. This is the only way the person concerned can understand what added value a change would have. The appropriate example lends credibility to the feedback.
Also emphasise that it is not about personal attacks, but about a common goal, be it more efficient cooperation, a harmonious team atmosphere or better service quality for customers.

Open and constructive feedback culture

Especially in Germany or other cultures where direct feedback is sometimes rare, it is worth cultivating a more active feedback culture. Many people shy away from giving praise and prefer to remain silent. But this is precisely what robs us of a great opportunity: by openly discussing what we appreciate or would like to improve, we give each other the chance to grow. This dialogue is valuable because it both celebrates successes and uncovers potential for improvement.
Those who actively listen and are honest with themselves increasingly perceive feedback as an opportunity rather than criticism. Nevertheless, it remains an art to formulate feedback in such a way that it is received without being hurtful and is accepted in such a way that it can really have an effect.

Conclusion

Constructive feedback is the backbone of a culture of learning and growth - whether at work, in a club or in private life. It ensures that we do not stand still, but continue to develop. Two factors play a role here: the recipient, who receives the feedback in a reflective manner, and the giver, who consciously chooses the words and tone. When we express both praise and criticism clearly, credibly and respectfully, trust in teams and communities grows.

One last tip: practise actively seeking feedback yourself. Regularly ask colleagues how they perceive your work or your commitment. Those who not only give feedback, but also receive it openly, lay the foundation for a continuous improvement process - and this has a long-term positive effect on motivation, cooperation and ultimately also on results.