Providing feedback for performance
Providing feedback for performance
5 minutes
Effective feedback is information that helps someone improve by making the path forward clearer. It focuses on behaviour (not the person), is specific, actionable, and delivered in a way that supports learning, accountability and motivation.
And it’s true – feedback is one of the most powerful drivers of growth.
For feedback to be truly effective, it needs to be:
- Specific
It clearly describes the behaviour – what you saw, heard, or noticed – and the impact it had. No generalisations, no guessing. - Timely
The closer it is to the moment, the easier it is to understand and act on. Feedback shouldn’t be a surprise; it should feel connected to something recent and concrete. Think of it this way: it’s much easier to talk about one one-hour presentation that missed the mark than a full year of them. - Meaningful
It helps the person know exactly what to do next – what to adjust, improve, or keep doing. It creates a clear path forward. - Candid
It’s honest, clear, and delivered with the intention of helping the person succeed.
It’s not judgement, advice disguised as feedback, or general statements like “just be better at communicating”. It’s targeted information that supports learning, accountability and motivation and helps people grow without feeling attacked.
As Bill Gates says, “We all need people who will give us feedback. That’s how we improve.”
Imagine you’ve just started in a new role and you wrap up your first big project. You’ve worked hard, delivered on expectations, and you’re keen to understand how you’re tracking.
But in your catch-up, your leader simply says, “Good job,” and moves on.
You leave the conversation wondering:
What part was good? The work? The process? The collaboration? The result?
Without clarity, you’re left guessing – and guessing erodes confidence, direction, and motivation.
This happens everywhere.
Not all feedback is effective, and even well-intentioned feedback can miss the mark if it’s vague, generic, or incomplete. When people don’t know what they did well or how to improve, they can’t repeat success or adjust their behaviour.
Strong feedback removes that ambiguity. It gives people the information they need to grow with confidence, make better decisions, and perform at a higher level. It builds trust, capability and creates a culture where feedback for performance feels normal – not personal.
And the research supports it. A 2022 study on The importance and relevance of feedback to increase employee engagement and performance found that feedback is one of the most reliable ways to lift both individual and organisational performance. The research highlights that:
- Regular, timely feedback directly improves performance and engagement
The study shows that when employees receive feedback close to the moment, they can more easily recognise what worked, what didn’t, and make immediate adjustments. This timeliness increases motivation, strengthens clarity and leads to higher overall performance. - Both positive and constructive feedback drive capability and retention
Positive feedback reinforces the behaviours organisations want more of, while constructive feedback helps individuals identify gaps and make targeted improvements. The research found that combining both creates stronger learning, higher confidence and better long-term outcomes.
Feedback, when done well, is one of the most effective ways to build capability and lift performance.
To make your feedback clear, specific and easier for others to act on, use the SAID model. It gives you a simple structure to ensure your feedback is specific, timely, meaningful and candid – so the conversation actually leads to improvement.
Tap the button below to explore the SAID framework.
