10 Feedback Techniques From Harvard

69% of employees want more feedback.

But only 23% of leaders provide it consistently.

Here’s what Harvard discovered:
Your “feedback sandwich” is hurting growth.

Why?
• It dilutes positive recognition.
• It weakens constructive feedback.
• It creates anxiety (everyone knows it’s coming).

The research is clear:
Employees receiving direct feedback are 3x more engaged.

So, how do you give feedback effectively?
Here are 10 science-backed techniques to drive performance:

1. Focus on the future
◦ Say: “Next time, try X.”
◦ Shifts focus to solutions, not blame.

2. Address behavior
◦ Say: “You missed deadlines,” not “You’re disorganized.”
◦ Keeps feedback specific and actionable.

3. Be consistent
◦ Say: “Let’s have weekly check-ins.”
◦ Builds trust and avoids surprises.

4. Adapt culturally
◦ Say: “Can we discuss this privately?”
◦ Respects cultural differences.

5. Be specific
◦ Say: “Your presentation lacked data.”
◦ Avoids confusion with clear direction.

6. Act fast
◦ Say: “I want to address this now.”
◦ Keeps it relevant and impactful.

7. Balance feedback
◦ Say: “You did X well, but here’s where we can improve.”
◦ Boosts morale while driving growth.

8. Ask for input
◦ Say: “What’s your view?”
◦ Encourages collaboration and engagement.

9. Offer solutions
◦ Say: “Focus on X next.”
◦ Guides improvement with clarity.

10. End positively
◦ Say: “You’ve got great potential.”
◦ Inspires confidence and action.

Microsoft proved it under Satya Nadella.
A feedback-rich culture drives exceptional results.

Under Nadella’s leadership,
Microsoft prioritized continuous feedback, open communication, and a growth mindset, transforming their culture.

This feedback-rich environment helped them:
• Increase employee engagement and retention
• Drive innovation and adaptability
• Achieve superior financial and market results

The simple framework I use:
What? → So What? → Now What?

Which of these techniques will you try first?