Performance feedback is one of the most powerful tools managers have to boost engagement, improve performance, and support employee development. Yet according to SHRM, 57% of employees believe their managers need more training on how to give effective feedback.
The good news? A few simple techniques — plus the right tools — can make a world of difference.
This Manager Feedback Toolkit offers five essential tips to help managers deliver feedback that drives results and strengthens teams.
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Be Specific and Objective
Generic feedback like “good job” or “needs improvement” doesn’t help employees understand what they did well or where they can grow. Instead, focus on specific behaviors and observable outcomes.
Example:
- Instead of: “You need to be better at communication.”
- Say: “In the last project meeting, key deadlines were not clearly communicated to the team, which caused some confusion.”
Specific feedback eliminates guesswork and shows employees exactly how to succeed.
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Give Feedback Frequently
Waiting until the end of the year (or even the quarter) to give feedback is too late.
Regular, lightweight feedback—whether it’s during one-on-ones, project wrap-ups, or informal check-ins—helps employees course-correct faster and stay engaged.
Tip: Use a simple “Start, Stop, Keep-Going” structure during feedback conversations to keep discussions focused and actionable.
Continuous feedback is the foundation of a true performance culture — and it doesn’t have to be complicated.
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Tie Feedback to Goals
Employees are more motivated when they understand how their work contributes to team or company success.
When giving feedback, link it directly to the employee’s goals or broader company objectives.
This reinforces the bigger picture and helps employees feel that their work matters.
Example: “Your detailed reporting on client projects is helping us improve customer satisfaction — one of our top goals for the year.”
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Make Feedback a Two-Way Conversation
Performance conversations should never feel one-sided. Invite employees to share their own reflections, challenges, and ideas for improvement.
Ask:
- “What do you feel went well?”
- “Where would you like more support?”
- “What do you want to work on next?”
Two-way feedback fosters trust, encourages ownership, and creates stronger manager-employee relationships.
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Use the Right Tools to Stay Organized
Managing feedback manually across emails, sticky notes, and spreadsheets makes tracking growth and spotting trends harder.
Using a performance management platform like emPerform helps managers:
- Document feedback easily
- Align feedback with goals and competencies
- Send automated reminders for regular check-ins
- Access real-time insights into employee progress
The easier it is for managers to track and deliver feedback, the more consistent and impactful it becomes.
“emPerform has empowered us to elevate employee engagement, foster a culture of feedback, and ultimately, achieve our organizational goals.”
Chris Jones MS, PT, DPT, CSCS, LNHA, Chief Operating Officer – Broad Reach Healthcare
Better Feedback Starts with Better Tools
Delivering meaningful feedback isn’t just an HR best practice — it’s the key to stronger teams, higher engagement, and better results.
With emPerform, managers are equipped with everything they need to make feedback easier, faster, and more effective — without adding extra work.
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