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The Winning Formula for Delivering Constructive Feedback to Your Team

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The fear of damaging relationships with team members or negatively impacting internal dynamics can make it difficult to provide feedback, especially when it involves addressing areas of improvement. However, avoiding constructive criticism altogether can be detrimental to both the individual and the team's growth and development.

In actuality, increased communication can boost retention rates and contribute to a high-performing team. Jessica Kriegal, chief scientist of workplace culture for Culture Partners, emphasizes the critical role of feedback in building a strong team, not just in terms of tactical performance, but also in fostering a positive workplace environment.

Kriegal, who leads research and strategy in best practices for driving results through culture, applies data-driven insights to dismantle the potential chaos of poor morale, low performance, and missed financial goals. According to her studies, the key to delivering effective feedback lies in connecting the dots between the employee's actions, the organization's culture, and its key results.

On a recent episode of WorkParty, Kriegal shared a format for delivering constructive feedback that not only helps employees improve, but reinforces the organization's values and mission:

Action + Cultural Belief + Key Result = Effective Feedback

Instead of simply saying "good job," or "this didn't work" leaders should provide specific feedback that connects the employee's action with their company's cultural belief. This helps the employee understand the context and purpose behind their actions and reinforces the organization's values and mission. This could look like:

You did a great job on that project (action), which is an example of our cultural belief in teamwork (cultural belief), something we want to nurture. As a result of your contribution, we were able to exceed our quarterly revenue goals (key result).

"[It's] connecting dots for employees, and they're able to lean into that action more," Kriegel says. Further, this tactic organically reinforces the organization's values and mission, which can help create a stronger, more cohesive culture.

But how do you know when to give feedback, and how often should you do it? Kriegal says the answer depends on the type of issue you're dealing with. For example, if it's a culture fit issue, it's important as a hiring manager to begin giving feedback early on in the employee's tenure to ensure that they understand and align with the organization's values. If it's a job skill issue, you may need to provide ongoing feedback and coaching to help the employee develop the necessary skills.

Learn more about the best practices that can transform workplace culture by tuning into Kriegal's episode of WorkParty.

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