In my experience as an HR consultant, I’ve seen that feedback isn’t just a box to check during annual reviews; it’s truly the driving force behind employee growth, engagement, and team success. A robust feedback process helps employees understand where they excel, where they have room to grow, and how their work directly impacts the business.

Making Feedback a Two-Way Conversation

I believe that a truly effective performance review should always be a dialogue, not a monologue. I always start the feedback section by inviting employees to share their own perspectives. I encourage them to use their job descriptions and our core values as reference points and to reflect on their achievements and challenges over the past year.

  • Self-Reflection: I ask employees to “brag” a little—what projects did they take on that may have gone unnoticed? Where did they go above and beyond their job duties? This is their opportunity to highlight contributions and remind me of accomplishments that might otherwise be forgotten.
  • Manager Input: As a leader, I build on the employees’ self-assessment. I acknowledge their successes, referencing specific examples, and add my own observations. For instance, I might say, “I remember when you took the initiative on that project—it really made a difference to the team.”

Balancing Praise and Growth Opportunities

Feedback should always be holistic, recognizing both strengths and areas for development. Here’s how I approach this balance:

  • Give Praise: I celebrate what the employee is doing well, mentioning projects they excelled in or responsibilities they took off my plate.
  • Identify Growth Areas: I point out opportunities for further development. This isn’t about highlighting failures but about encouraging continuous improvement. For example, I might say, “You’re fantastic in these areas; I’d love to see you take more of a leadership role in team projects.”
  • Offer Support: I ask how I, as a leader, can help the employee grow. We discuss resources, mentorship, or training that could support their development.

Using the “Start, Stop, Continue” Method

To keep feedback actionable and clear, I use the “Start, Stop, Continue” method:

  • Start: What new behaviors or skills should the employee begin to develop?
  • Stop: Are there any habits or actions that are holding them back?
  • Continue: Which strengths and positive behaviors should they keep building on?

Example Feedback Dialogue

  • Employee: “This year, I streamlined our onboarding process, which reduced training time for new hires.”
  • Me (Manager): “That’s a great example of initiative. I also appreciated how you supported the team during the busy season. Moving forward, I’d love to see you mentor new team members—would you be interested in some leadership training?”

My Key Takeaway Regarding Constructive Feedback

Feedback is most effective when it is constructive, specific, balanced, and collaborative.

By making the activity of receiving and giving feedback a conversational two-way exchange that focuses on both achievements and opportunities for growth, we can help leaders inspire positive change, boost engagement, and drive better business results.

Dive deeper into our featured article: The Power of Routine Employee Evaluations.  Or reach out to schedule a call today.