Giving Employee Feedback: Getting the Balance Right.

As business owners and managers, we want our teams to be doing the right work, at the right time — and enjoying it enough to stay and grow with us.

The reality is simple: your employees are not you. They don’t automatically know your expectations, priorities or preferred ways of working. Clear, timely feedback is what bridges that gap.

Timeliness matters

The most effective feedback is delivered as close as possible to the event. When feedback is delayed, its impact and relevance quickly diminish.

Feedback can be delivered in a variety of settings:

• Immediately: “Thanks for that suggestion — that’s a great idea.”
• In a team environment: recognising strong performance or contribution.
• In regular one-to-one meetings: checking in on progress, workload and support.
• In formal performance or disciplinary discussions where required.

Early feedback reinforces what good looks like and corrects course before small issues become larger ones.

Always consider the context

Before giving feedback — particularly when it is corrective — step back and assess the wider context:

• What was expected of the person?
• Is the task clearly part of their role or job description?
• Are there KPIs attached, and are they appropriate?
• Have they received adequate training?
• Do they have the right tools and systems?
• What is happening within the team or leadership environment?
• Are there personal circumstances affecting performance?

Taking the time to understand context leads to more constructive, fair and productive conversations.

Focus on the right style

Different employees respond to different management styles, but effective feedback should always support both the individual and the business:

• Address the behaviour or outcome, not the person.
• Assume positive intent — most people want to do well.
• Recognise that individuals are motivated by different things.
• Create an environment where people feel good about coming to work.

Where feedback forms part of a formal performance or disciplinary process, it is wise to seek HR advice to ensure the correct approach is taken. In day-to-day management, however, refining how you give feedback is one of the most powerful ways to improve performance, engagement and retention.

Done well, feedback is not criticism — it’s one of the most valuable tools a leader has.