How to Improve Feedback Skills

One adage about delivering insights to colleagues stands out: “No feedback is bad feedback.”

Delivering well-crafted critiques is widely acknowledged as a vital leadership skill in senior living organizations and beyond, yet it remains one of the most challenging aspects of the job. More critically, high-quality feedback plays a significant role in improving employee retention.

After all, how can one craft a roadmap for success without knowing where things currently stand?

As annual goals for 2025 unfold, it begs the question: How can senior living teams refine their ability to provide feedback that is constructive, specific, and actionable? Here are some practical strategies to consider.

Conquering the Fear of Giving Feedback

In my work as a learning and development associate at Friends Services Alliance, I often open my coaching sessions with questions about why it’s tough to give feedback.

“I’m unsure what to say when put on the spot.”

“I don’t want to hurt anyone’s feelings.”

“Giving feedback feels too personal and can bring out negative emotions.”

Sound relatable?

These sentiments are understandable. However, it’s critical to remember that leaders are doing their team members a disservice by avoiding feedback. Nobody gets it right all the time, and the only way individuals can experience personal growth is by hearing and applying effective feedback.

Think of it this way. Even corporate CEOs seek coaching and the opinions of others. Being able to suggest course corrections is the mark of a team-focused leader who is dedicated to lifting colleagues up, not tearing them down.

Thankfully, practicing giving feedback will enable leaders to be confident in delivery.

Exercising the Muscle

Like any skill, giving feedback can be learned, practiced, and improved. The good news is that it is possible to provide effective feedback while maintaining the respect and dignity of all parties involved.

When discerning what feedback to provide, managers and leaders should identify things that will aid motivation, facilitate goal setting, help self-awareness, and promote performance and productivity.

For many, providing formal feedback is easier as the situation is focused and structured. There is an expectation from the recipient about getting feedback. While this is a good place to provide helpful advice, it doesn’t allow for frequent practice as it may only happen once a quarter or once a year.

The true test of practicing the art of feedback is in informal settings. Managers and leaders should identify areas of the natural workweek where these conversations can occur. Are there weekly check-ins? Are there moments after internal meetings?

Informal feedback is beneficial because it will be timely and task-directed.

For example, if an employee is late to work three times in a given month, it’s an excellent time to pull them aside and talk instead of six months down the line. Your colleague may not realize that their lateness weakens other areas of your organization.

Even worse, they may even begin to accept that tardiness is an acceptable behavior – only because no one told them otherwise.

Providing Feedback Effectively

Before entering the arena, leaders should check mannerisms and match the tone and body language to the situation.

Secondly, feedback should be tailored to the employee. Nobody will benefit from generic or unclear conversations.

Effective feedback should focus on behaviors rather than personalities. Leaders should pinpoint a specific action or behavior, highlight the positive outcomes of making adjustments, and guide the individual in taking ownership of their role in the situation.

Driving Positive Behavior and Building Confidence

Feedback can hurt, especially when a team member is giving their best effort. But feedback is a way that leaders show they care. It’s an investment of time and energy into a person that signals they are a valuable part of the team and there’s a future for them in the organization.

Receiving feedback with a positive mindset can boost motivation, refine goals, and improve performance and productivity. Team members should listen openly, seek clarity when needed, and embrace the opportunity to grow.

Those who take feedback, create an action plan, and build new skills will gain respect and become essential parts of the team.

Advancing Growth With Meaningful Feedback

Maintaining a positive workplace culture continues to be a key way to support staff retention.

Cultivating a workplace where timely, relevant feedback is given and accepted is one way that team members will feel seen, valued, and understand how to grow and thrive in the workplace.