7 Universal Best Practices for Giving Feedback

 

 

1. Schedule the feedback — Set aside a dedicated time rather than giving feedback on the fly.
This signals respect for the recipient, ensures privacy, and allows both parties to prepare for a thoughtful exchange.

2. Allow time between the event and the feedback — Give both yourself and the recipient space to process before the conversation.
A short pause helps reduce emotional reactivity and creates room for more balanced reflection.

3. Ensure both parties are in the right headspace — Feedback is most effective when giver and receiver are calm and present.
A check-in beforehand can prevent defensiveness and foster a more constructive tone.

4. Do grounding exercises beforehand — Center yourself to enter the conversation with clarity and focus.
This could mean deep breathing, walking in nature, journaling, or reviewing notes to ensure your message is intentional, not reactive.

5. Have equity in the recipient’s success — Build trust by encouraging and acknowledging their wins, so when you give constructive feedback, they know it comes from support.
When people feel you’re invested in their growth, they’re more open to receiving and acting on feedback.

6. Never assume motives — Focus on actions and impact rather than speculating about intent.
This keeps the conversation objective and avoids unnecessary conflict or misunderstandings.

7. Consider the SBI Model — Use the Situation-Behavior-Impact framework to structure clear and objective feedback.
It helps you stay specific, fair, and focused on what truly matters for growth.