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3 Common Feedback Mistakes Managers Make (and How to Fix Them)

02/05/2025 Coaching and Feedback Leading a Team

Providing constructive feedback is a vital part of coaching and team management, as it helps employees grow, improve performance, and align with team goals. However, feedback given poorly or ineffectively can backfire, leading to misunderstandings, resistance, and even a drop in morale. To ensure your feedback drives positive change rather than unintended negative consequences, it's important to avoid common pitfalls. In this article, we’ll explore three common mistakes managers make when delivering feedback and share practical strategies to communicate more effectively and build stronger, more cohesive teams. 

3 Common Feedback Mistakes Managers Make



Common Mistake 1: Choosing the Wrong Setting

The environment where you give feedback matters a lot. Especially when addressing areas where an employee can improve, giving feedback in a public setting can make them feel uncomfortable, disrespected, or embarrassed in front of their colleagues. This can damage the company’s professional image.

The Right Approach: Prioritize Privacy

Choose a quiet and private space for giving feedback so employees feel respected. For example, invite them to a meeting room for a one-on-one discussion and start by explaining your intent: “I'd like us to talk about this and see where we can make improvements together.” This approach helps reduce their defensiveness and creates a smoother conversation.



Common Mistake 2: Getting Too Emotional

When an employee's performance doesn't meet expectations, it's natural for managers to feel frustrated or anxious. However, bringing emotions into feedback can have negative effects. Emotional feedback can make employees feel attacked or disrespected, leading to resistance and reducing the effectiveness of the feedback.

The Right Approach: Stay Calm and Focus on the Issue

The goal of feedback is to help employees recognize areas for improvement, not to vent your emotions. Stay calm and focus on describing specific behaviors instead of pointing fingers at the person.

For instance, you could say, "I noticed that when customers asked about out-of-stock items, you only replied, 'We
're sold out.'"

This way, you clearly point out the issue without making the employee feel personally targeted.




Common Mistake 3: One-Way Communication

Many managers tend to give feedback in a one-way manner, pointing out problems and demanding changes. This directive approach can make employees feel passive and disengaged, reducing their motivation to improve.

The Right Approach: Encourage Two-Way Communication

During feedback, ask open-ended questions to help employees identify issues themselves and suggest solutions. For example:

  • “What do you think customers expect from us in this situation?”
  • “If the customer isn’t satisfied with this response, how might it affect us?”
  • “How do you think we could handle this differently next time?”

By incorporating open-ended questions, employees can better understand how their actions impact the team and feel encouraged to proactively think of solutions. This fosters a deeper engagement and makes improvements more sustainable over time.


Mastering the right feedback techniques helps employees accept suggestions more easily and motivates them to make changes, leading to faster growth. Feedback isn't just about pointing out problems; it's also about offering support and trust. It's a tool to help employees build skills and confidence.

When feedback is rooted in respect, professionalism, and two-way communication, it not only helps employees improve but also strengthens team trust and cohesion. Next time you give feedback, try these principles and help your team grow in a positive and healthy communication environment!

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