16 Best Practices For Giving And Receiving Constructive Feedback
When constructive feedback isn't delivered thoughtfully, it risks being dismissed, misunderstood or even resented, rather than used as a tool for growth. To help you avoid these outcomes, members of Forbes Human Resources Council recommend these 16 best practices to foster healthy, effective feedback that can strengthen communication and performance.
1. Collect Real-Time Feedback In Multiple Modalities
At our organization, we prioritize real-time feedback. Our executive leadership team hosts 'Ask Us Anything' sessions to promote accessibility and transparency, and we use engagement and pulse surveys to ensure employee voices shape future initiatives. We also rely on our Teammate Experience Advocate program, which provides anonymous feedback to support the recruitment process. - Clare Miller, Atlantic Union Bank
2. Model Seeking Feedback And Sharing Learnings
Feedback is a gift, but only when people feel safe. An environment where transparency is embraced and encouraged is the foundation upon which we set the stage for receiving and giving feedback. Trust, honesty and empathy embedded in the culture foster the right environment. We model behaviors we expect across the org: Ask for feedback, share successes and failures and provide growth opportunities. - Maria Miletic, MM Consulting
3. Prioritize Psychological Safety Through Structured Practices And Informal Inquiries
We make psychological safety a cultural priority, starting with how leaders model it. I regularly ask for and receive feedback from my team to normalize openness. We also use structured practices like 360-degree reviews and post-mortem debriefs after major projects, which invite honest reflections and shared learning. Over time, this builds a feedback culture rooted in growth, not judgment. - Nicole Brown, Ask Nikki HR
4. Take A Curiosity Approach
The curiosity approach to performance conversations is effective. Encourage the employee to walk you through their process, and ask probing questions along the way. More often than not, this approach will lead the employee to discover the feedback you intended to share yourself. - Quyen Nguyen, Mckinney Trailer Rentals
5. Share Updates And Input In Regular Team Meetings
We're a relatively small team, so transparency and regular communication are key. In our regular meetings, everyone shares what they're working on, which creates a natural space for open, constructive feedback. It's not top-down—it's a team effort where anyone can offer input, ask questions or suggest improvements. - Milos Eric, OysterLink
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
6. Offer Feedback Early To Avoid Surprises Or Larger Negative Impact
Providing constructive feedback is received excessively negatively if you have been waiting for things to improve, or are being conflict-avoidant. If you have an issue to discuss, provide that feedback quickly and early to stem the negative impacts of surprises. If you are a leader, accept feedback without anger, recourse or any perceived or real threats coming from that feedback. - John Pierce, John Pierce Consulting
7. Develop Leaders' Listening And Communication Skills
Giving and receiving feedback effectively is hinged on good listening and communication skills. Building capabilities in leaders in these areas is vital for delivering effective and impactful ongoing and real-time performance feedback. - Ijeoma Onwordi, Tetracore Energy Group Ltd.
8. Tie Continuous Feedback To Individual Development Plans
Collaborative Individual Development Plans (IDPs) align each employee's "personal brand" development with company goals. Feedback is an ongoing, supportive dialogue tied to these IDPs, integrated into structured coaching. This ensures constructive interactions, fostering growth, engagement and mutual success where employees feel valued. - Michael D. Brown, Global Recruiters of Buckhead
9. Build Soft Skills Through Workplace Training
It pays to allocate some workplace training cycles to building typically undervalued soft skills: active listening, accepting that an issue with a deliverable isn't a personal assault, even civil team-meeting behavior. Upleveling hard skills is so important right now, it's easy to take one's eye off the people-skills ball—but they're more critical than ever today to organizational cohesion. - John Kannapell, CYPHER Learning
10. Ensure Dialogue Is Bidirectional, With Both Positives And Areas Of Growth
For constructive feedback, establish a culture of consistent, two-way dialogue. It's important to offer both positive reinforcement and areas for growth, framed with empathy. In industries like digital banking, where rapid change is constant, regular check-ins help align goals and address concerns quickly. Make sure all feedback is actionable and focused on development. - Julie Hoagland, Alkami
11. Actively Encourage Formal And Informal Employee Feedback
We make it a priority to provide ways for employees to share feedback formally and informally. Our Engagement Survey runs twice a year to collect feedback that helps shape our culture, and we leverage this feedback to develop key action plans across the organization. We host AMA sessions with our leaders and encourage people to share constructive feedback to help us grow and thrive. - Kathleen Pai, N-able
12. Conduct Frequent, Real-Time Check-Ins
We embed feedback into the rhythm of work. Frequent, real-time check-ins build trust, alignment and growth. It's not about waiting for an annual review; it's about creating a culture of open, continuous conversations. - Jamie Aitken, Betterworks
13. Focus On Clarity With Context, Curiosity And Care
We normalize feedback through weekly one-on-one prompts in an engagement/ performance tool, manager training and real-time recognition tools. Feedback isn't a moment—it's a habit. We focus on clarity, not comfort, and coach teams to give input with context, curiosity and care. We also partner every people manager with an HR business partner to ensure they're getting dedicated support to workshop matters. - Stephanie Manzelli, Employ Inc.
14. Offer Feedback In The Moment
Coach in the moment. The CEO of my firm once gave me feedback before we even left the site of a client meeting. He shared what he appreciated, what he would have done differently and why, and what to consider next time. Then we went to lunch and moved on. Feedback given only at set intervals can start to define a person's potential. Timely, direct feedback in the moment helps ensure they grow. - Soni Basi, Pop HR
15. Embed 'Feedforward' Into Everyday Interactions
One best practice we follow is embedding feedback into everyday conversations, not just during annual reviews. Using our FEED approach—frequency, empathy, example, dialogue—we ensure feedback is timely, two-way and rooted in growth. It's more than feedback; it's feedforward—focused on building a better, stronger future for individuals and teams alike. - Ankita Singh, Relevance Lab
16. Use Both Top-Down And Peer-To-Peer Data
We let data guide us on what really matters to the employees. With real-time feedback loops, we can identify what's working and what's not, and predict future challenges. Additionally, we ensure that feedback is not only top-down but also peer-to-peer, which fosters a sense of collaboration and mutual respect. - Sourabh Deorah, AdvantageClub.ai
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
9 minutes ago
- Yahoo
IMCD receives upgraded ESG ratings from ISS ESG and Sustainalytics
Improvements reflect continued progress on emissions, transparency and ESG risk management. Rotterdam, The Netherlands (13 August 2025) – IMCD N.V. ("IMCD" or "Company"), a global leading partner for the distribution and formulation of speciality chemicals and ingredients, has received improved ratings from two leading rating agencies: ISS ESG and Sustainalytics. These upgrades reflect the company's ongoing progress across key environmental, social and governance (ESG) areas. The recognition follows IMCD's EcoVadis Platinum medal earlier this year, placing the company in the top 1% of all organisations assessed worldwide for sustainability performance. ISS ESG rating upgraded to B-IMCD's ESG Corporate Rating from ISS ESG has been raised to B- (from C+), positioning the company above the industry average. The rating reflects strong performance in managing ESG-related risks and opportunities, transparency in public disclosures and the implementation of responsible business practices. ISS ESG scores range from A+ (excellent performance) to D (very poor). Sustainalytics risk score lowered to 11.6Sustainalytics has reduced IMCD's ESG Risk Rating from 12.6 to 11.6. This maintains IMCD's status in the 'low risk' category. Sustainalytics cited strong management of material ESG issues and a best-practice approach to disclosure, supporting long-term accountability to investors and stakeholders. Sustainalytics scores range from 0-100: the lower the score, the better the performance. Cecile Westerhuis, Group Director, Sustainability, said: 'These upgrades are the result of clear direction and dedicated work across teams and functions. From our technical laboratories to logistics and commercial operations, every part of the business plays a role in making sustainability real. These ratings confirm that we are on the right track, and that our efforts are both credible and measurable.' Summary of IMCD's sustainability ratings: EcoVadis – Platinum Sustainalytics – 11.6 risk rating, low risk ISS ESG – B- IMCD's full list of sustainability initiatives and industry memberships is available at: - xxx- About IMCD IMCD, based in Rotterdam, The Netherlands, is a leading global partner for the distribution and formulation of speciality chemicals and ingredients. IMCD is an expert solutions provider and adds sustainable value to the supply chain. Every day professionals focus on providing the best service through commercial and operational excellence. The company is mindful of the role they play in creating a better planet for all and formulates with consciousness and executes with care, to address business challenges of tomorrow, in partnership and transparency. In 2024, with over 5,100 employees, IMCD realised revenues of EUR 4,728 million. IMCD N.V.'s shares are traded at Euronext Amsterdam (symbol: IMCD) and included in the Dutch ESG AEX index, as one of 25 companies within the AEX and AMX indices demonstrating best ESG practices. For further information, please visit Media contact Muriel Werlé Corporate Communications Director+31 10 290 86 14 mediarelations@ Investor relations contact Tosca Holtland Head of Investor Relations+31 10 290 86 53ir@ Attachment PR IMCD receives upgraded ESG ratings_20250813Sign in to access your portfolio
Fast Company
11 minutes ago
- Fast Company
How to create an out of office plan so you can go on vacation guilt-free
Effective planning before you go on vacation can make your time off more relaxing and enjoyable. Unsurprisingly, research reveals that vacations are beneficial for your mental and physical well-being and most employees return more creative and productive. However, to maximize your chances of having a restful vacation, it's helpful to have a game plan in place to make sure your responsibilities are covered when you're gone and you're setting yourself up for an easy return. 'To truly relax, professionals need thoughtful preparation, which helps them offload details from working memory and relax,' says Anita Williams Woolley, professor of organizational behavior and theory at Carnegie Mellon University's Tepper School of Business in Pittsburgh. Here's what experts suggest. Determine your goals Take the time to delve into both short-term goals and long-term objectives you're responsible for managing. Woolley suggests these action points regarding work goals to address before signing off for your PTO. Clarify and prioritize immediate tasks to complete before you leave—be realistic about what you can get done. Confirm what your team should handle (or ignore) during your absence. Outline your return plan, including contingencies in case of delays. Create an alignment plan Before your absence, create a plan to help your team handle your responsibilities while you're gone. Woolley advises including strategies for obstacles or issues that may arise while you're away. Here's what she recommends: Clearly assign responsibilities. One suggestion is a vacation task list, where your specific duties are divided up among other team members. Make sure everyone understands what they are responsible for. Agree on which issues are urgent and warrant contacting you, empowering your team to handle everything else. Identify critical risks and provide explicit guidance on how to handle emergencies without you. Notify your team Be sure to let your colleagues and clients know when you will be out of your office. Woolley says: Be proactive. Alert your team you're going to be on vacation instead of a colleague or client receiving a bounce-back email announcing you're out of the office. Inform everyone who needs to know about your absence. Select a trusted 'gatekeeper' who's someone who decides when to contact you and serves as a central reference for others. The day before your vacation Although you're excited for your break, be sure to wrap up any loose ends. Annie Rosencrans, people and culture director at HiBob in New York, provides these tips: Send final follow-up emails, close out minor tasks, and tie up easy wins. Avoid pushing nonurgent new work to others right before you leave, and instead table them for when you get back. Cancel, decline, or reschedule meetings on the calendar for your time away. Set up your out of office (OOO) messages on email, Slack, and other communication platforms. Set yourself up for an easy return Establishing a plan before you leave for vacation can reduce pre-trip anxiety and ensure that you and your team are set up for success during your time away, says Rosencrans. 'A structured plan gives employees time to transition both practically and emotionally out of work mode,' she continues. 'When executed well, this approach creates clarity, accountability, and space to truly disconnect. It also offers teammates confidence that nothing will fall through the cracks in your absence.' Woolley at Carnegie Mellon advises organizing your workspace and priorities ahead of time, ensuring your goals guide your first days back, rather than an overflowing inbox. She recommends setting yourself up for an easier return: 'Park on a downhill slope.' Be assured, with some mindful planning, you can enjoy your vacation with less anxiety. Rosencrans asserts how time off isn't just a perk, it's a performance strategy. 'The more intentionally we approach it, the better we protect well-being and long-term productivity,' she explains. 'And no one should feel guilty for unplugging. If we normalize structured, respectful pre-vacation planning, we make space for real rest and that's something every employee deserves.'
Yahoo
14 minutes ago
- Yahoo
UBS Reduces PT on The Coca-Cola Company (KO) to $84 Following Q2 Results; Maintains ‘Buy' Rating
The Coca-Cola Company (NYSE:KO) is included in our list of the 14 Best Warren Buffett Stocks to Invest in. A close-up of a bottle of Coca-Cola, showing its iconic branding, from the factory shelves. On July 22, 2025, The Coca-Cola Company (NYSE:KO) announced its results for Q2. The company's organic revenue, gross margin, and operating profit surpassed analyst forecasts. While its gross margin hit 61.07%, its core EPS is now nearing the high end of its guidance, thanks to easing foreign exchange pressures. However, The Coca-Cola Company (NYSE:KO) expects low-single-digit second-half EPS growth, which is below mid-single-digit Street expectations. As such, the company's shares trailed the Consumer Staples Select Sector SPDR Fund (XLP) by 150 basis points on the day of its earnings release. On the same day, UBS reduced its price target on The Coca-Cola Company (NYSE:KO) from $86 to $84, maintaining a 'Buy' rating. The investment firm remains bullish on the company due to expectations for a potentially stronger FY2026 performance compared to its peers. Furthermore, the bullish rating is reinforced by the company's consistent top and bottom-line growth. The Coca-Cola Company (NYSE:KO) is a multinational beverages company, producing and marketing soft drinks, juices, teas, and bottled water. It is included in our list of the best Warren Buffett stocks. While we acknowledge the potential of KO as an investment, we believe certain AI stocks offer greater upside potential and carry less downside risk. If you're looking for an extremely undervalued AI stock that also stands to benefit significantly from Trump-era tariffs and the onshoring trend, see our free report on the best short-term AI stock. READ NEXT: 13 Best Oil Refinery Stocks to Buy Right Now and 7 Best Potash Stocks to Buy According to Analysts. Disclosure: None.
