Feedback Isn’t Natural — But It’s Necessary
Most managers know they should give more feedback.
But let’s be honest: they avoid it.
Why? Because feedback conversations can feel awkward, risky, or even confrontational.
What if they take it the wrong way?
What if I mess it up?
What if it just makes things worse?
The truth is, feedback doesn’t have to be formal or fear-inducing.
Done right, it becomes one of the most powerful tools a manager has to support growth, build trust, and improve performance.
Here’s why feedback feels hard — and how great managers make it easier.
The Real Reason Feedback Feels Uncomfortable
It’s not just about hurting someone’s feelings.
It’s about uncertainty.
- Will they react defensively?
- Do I have enough context?
- Am I being too harsh — or not clear enough?
Many managers default to silence or vague praise because it feels safer.
But silence doesn’t protect people — it leaves them guessing.
And vague feedback? It changes nothing.
Great Feedback Isn’t a Verdict — It’s a Mirror
Think of feedback as holding up a mirror:
“You may not have noticed this, but here’s what I’m seeing.”
The best managers frame feedback as a reflection, not a ruling.
That means:
✔️ Be specific
✔️ Focus on behavior, not character
✔️ Show the impact
✔️ Invite conversation, not compliance
It’s not about being perfect — it’s about being helpful.
Feedback Shouldn’t Be a Surprise
If feedback only happens in formal reviews, it builds up pressure.
By then, the context is gone — and the emotional charge is high.
Great managers make feedback a habit, not an event.
That could mean:
– A quick debrief after a meeting
– A reflective prompt in a 1:1
– A voice note after seeing someone step up
The more frequent and casual it is, the more useful it becomes.
Safe Space First, Feedback Second
No one grows from feedback if they don’t feel safe.
Managers need to earn the right to give tough feedback — by showing they care, they’re paying attention, and they want to help.
This means:
– Listening more than lecturing
– Asking questions before jumping to conclusions
– Giving positive reinforcement as well as critique
When people trust that your goal is their growth, they lean in.
Feedback Is a Muscle — Build It Early
You don’t need to be a natural at feedback. You just need to start.
Be honest. Be kind. Be specific. And keep practicing.
At Libra, we believe better performance conversations start with micro-moments — quiet reflections, shared insights, and signals that something meaningful just happened.
Because when feedback flows regularly, performance doesn’t just improve.
Trust does too.
Wanna learn more about what we’re building? Check out this post:
https://makegreatworkvisible.com/introducing-libra/