How to Give and Receive Constructive Feedback

Feedback is one of the most powerful tools in the professional world. Done right, it fuels improvement, strengthens relationships, and builds high-performing teams. Done poorly, it can cause tension, confusion, and even resentment. The difference lies in approach—and intention.

Whether you’re a manager conducting performance reviews or a colleague offering input on a project, giving and receiving constructive criticism is an essential component of strong communication skills. Yet many professionals shy away from it due to discomfort or fear of confrontation.

In this blog, we’ll break down practical feedback techniques that promote clarity, trust, and continuous development. You’ll learn how to deliver feedback that motivates rather than demoralises, and how to receive it with openness and grace—even when it’s hard to hear.

Why Constructive Feedback Matters

The Benefits of a Feedback Culture

Organisations that encourage open feedback experience:

• Higher employee engagement
• Faster learning and development
• Stronger performance and innovation
• Reduced workplace conflict

Feedback is not about fault-finding—it’s about growth. It helps individuals see blind spots, sharpen skills, and align with shared goals.

The Cost of Avoiding Feedback

When feedback is withheld or poorly communicated, it leads to:

• Misunderstandings and misaligned expectations
• Repeated mistakes or poor outcomes
• Loss of trust and morale

Simply put, silence is not kindness—it’s a missed opportunity.

Feedback Techniques: How to Give Constructive Criticism

1. Prepare with Purpose

Before giving feedback, ask yourself:

• What is the goal of this feedback?
• Is it based on facts, not assumptions?
• Am I the right person to deliver it?

Be sure your feedback is timely, relevant, and specific to the situation.

2. Use the SBI Model (Situation–Behaviour–Impact)

This structure keeps feedback clear and non-judgmental:

• Situation: Describe when and where the behaviour occurred
• Behaviour: Focus on actions, not personality
• Impact: Share how it affected the task, team, or result

Example: “In yesterday’s client call (situation), you interrupted James several times while he was presenting (behaviour), which made it difficult for him to share his ideas fully (impact).”

3. Balance Positive and Developmental Feedback

Avoid the “feedback sandwich” if it feels forced—but do aim for balance. Acknowledge what went well, then suggest areas for improvement.

Example: “Your presentation was well-researched and clear. One suggestion would be to slow your pace during key slides so the audience can follow the data more easily.”

This maintains confidence while encouraging progress.

4. Make It a Two-Way Dialogue

Feedback isn’t a monologue. Invite discussion:

• Ask, “How do you feel about that?”
• Be open to their perspective
• Collaborate on solutions

This promotes ownership and mutual respect.

How to Receive Feedback Like a Pro

1. Listen Without Interrupting

Resist the urge to defend or explain immediately. Instead:

• Maintain eye contact
• Take notes if helpful
• Use body language that shows openness

You don’t have to agree—but understanding is key.

2. Ask Clarifying Questions

If something isn’t clear, ask for examples:

• “Could you give me a specific situation where that happened?”
• “What would success look like to you in that context?”

This shows you’re engaged and eager to learn.

3. Manage Emotional Responses

It’s natural to feel defensive or disappointed. Take a breath, pause if needed, and focus on the message—not the delivery.

If emotions run high, it’s okay to say:

“Thank you for the feedback—I’d like to take a moment to reflect and come back with questions.”

4. Take Action and Follow Up

Apply what you’ve learned and check in later:

• “Here’s what I’m doing differently since our last conversation—does that align with your expectations?”
• “Has there been improvement from your perspective?”

This reinforces your commitment to growth and continuous improvement.

Constructive Criticism in Different Workplace Scenarios

Feedback in One-on-One Meetings

• Set a safe and private environment
• Include time for upward feedback (from team to manager)
• Follow up with a summary email if appropriate

Peer-to-Peer Feedback

• Keep it collaborative and supportive
• Focus on shared goals, not hierarchy
• Acknowledge the recipient’s strengths

Public vs. Private Feedback

• Praise in public, coach in private
• Publicly highlighting errors can damage trust
• Use team meetings to share lessons learned, not assign blame

Common Feedback Mistakes to Avoid

Mistake Why It Doesn’t Work Better Approach Vague feedback Confuses the recipient Be specific and actionable Delayed feedback Reduces relevance and impact Address issues promptly Focusing on personality Feels personal and demotivating Focus on observable behaviour One-sided conversations Discourages trust and growth Invite dialogue and reflection Avoiding tough conversations Delays necessary improvement Tackle issues with empathy and clarity

Building a Feedback-Positive Team Culture

Normalise Feedback

Make feedback an ongoing practice—not just a quarterly formality. Encourage team members to:

• Ask for feedback regularly
• Share peer praise openly
• Reflect on feedback in team reviews

Train Teams on Feedback Techniques

Offer workshops or resources on:

• Giving constructive criticism
• Active listening and response
• Using tools like the SBI or Radical Candour framework

Lead by Example

Managers who seek, accept, and act on feedback set a powerful example for their teams. It shows vulnerability, humility, and a growth mindset.

Feedback is a Gift—Use It Wisely

Mastering the art of feedback is a career superpower. Whether giving or receiving, the goal is the same: to communicate with clarity and care, build stronger relationships, and drive professional growth.

With the right feedback techniques, an open mindset, and a little practice, constructive criticism becomes less daunting—and far more impactful. It’s not about perfection—it’s about progress.

Take the next step: Reflect on a recent feedback moment. How could you improve your approach next time? Start small, stay open, and watch your communication skills soar.