Feedback is a gift, not criticism
Providing feedback is one of the most important mentor skills. This infographic will help you deliver feedback in a way that builds, not destroys.
AVOID
Generalizations
“You need to be more assertive.”
Judging the person
“You are disorganized.”
Imperative mode
“You should have done it differently.”
Focusing on the past
“You always make the same mistake.”
TRY THIS
The FACTS model
“I noticed that in yesterday’s meeting you agreed to an additional task, even though you mentioned being overloaded.”
Describing behavior
“I see that your calendar often has overlapping meetings. How does this affect your work?”
Asking questions
“What other possibilities do you see to do this next time?”
Focusing on the future
“What can we do to avoid such a situation in the future?”
Golden rule of feedback:
Always provide feedback in private, with the intention of helping, and with respect for the other person.
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Develop your skills
Want to deepen your knowledge in this area? Check out our training led by experienced EITT instructors.
➡️ Receiving tasks and feedback — EITT training
Frequently Asked Questions
What is the best time to give constructive feedback?
Feedback is most effective when given as close to the observed behavior as possible, ideally within 24 to 48 hours. Waiting too long makes it harder for the recipient to recall the specific situation, and the feedback loses its relevance and impact.
How do you give feedback to someone who reacts defensively?
Start by creating a safe environment and emphasizing your intent to help, not criticize. Use the FACTS model to describe specific observed behaviors rather than making character judgments. Allow the person space to respond and ask questions, and focus the conversation on future actions rather than dwelling on past mistakes.
Should feedback always be given in private?
Positive recognition can be shared publicly to reinforce good behaviors and motivate the team. However, constructive feedback addressing areas for improvement should always be delivered in a private, one-on-one setting to preserve the recipient’s dignity and create space for honest dialogue.
How often should managers provide feedback to their team members?
Regular, ongoing feedback is far more effective than saving everything for annual reviews. Aim for brief feedback conversations at least weekly, complemented by more in-depth development discussions monthly or quarterly. Consistent feedback builds trust and allows for continuous improvement.