Skip to main content

Employee morale and the importance of empathy and constructive feedback in the workplace are eye-opening: A Gallup poll in the U.S. found –

  • 89% of HR leaders agree that peer feedback and check-ins are essential for productivity.
  • 96% of employees believe that showing empathy is an excellent way to improve employee loyalty.
  • 87% of employees believe their employers should support them in balancing their work-life commitments.

Giving and receiving feedback in a team is the foundation of efficiency, productivity, and high morale. Everyone deserves a good manager, and a good manager is the one who can encourage, support, and motivate, as well as acknowledge when they’re in the wrong.

Giving Constructive Feedback

The feedback you give your employees has to be actionable, specific, and sometimes tough (but not cruel or harsh). They need to know exactly what they did wrong (if they did something wrong) and how to fix it. Vague, generalized criticism doesn’t do anyone any favors. If you want your employees to improve, you need to provide them with the means and tools to do that.

Never, ever, put your team members down. If someone comes to you with a question or a problem, go out of your way to explain it, even if you had already done that before. There is no shame if a team member doesn’t understand their task right away. Your job as the manager is to get everyone on the same page.

Reinforcing feedback is the type of praise that affirms positive behavior. If an employee did something you’re happy with, achieved a goal, or accomplished a task. This will help them understand what you’re looking for in good employees.

Receiving Feedback

At the same time, a good manager encourages their employees to provide feedback as well. Imagine yourself through the eyes of your team: what do you want them to say about you? How do you want them to perceive you? An inspiring figure? A good leader? Or someone who only hinders them in their jobs?

Solicit feedback from your team members. Ask them to tell you if you are doing something wrong. Ask them to tell you if you are doing something right, too. Take their views into consideration and adjust your behavior accordingly.

Above all else, make your employees feel heard and appreciated. Without them, your organization won’t be able to grow. Make this process of giving and receiving feedback standard practice in your work environment.


Without quality feedback on both sides, a team cannot function properly. When you offer feedback to your team members, make sure it is clear and something they can act on and fix. In turn, you should also be open to accepting feedback from your employees.

As the manager, your ultimate goal should be to nurture a positive work environment that helps employees accomplish their tasks in the most efficient way possible. Boost their morale with positive feedback, and support them if they’re having questions or issues. If you need to offer criticism, make it tough but fair.

Discover the best way to provide and receive feedback from your team members, as well as how to consistently connect with your leadership team and predictably turn them into highly engaged employees.

Leave a Reply

For security, use of Google's reCAPTCHA service is required which is subject to the Google Privacy Policy and Terms of Use.


Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734