Practical Tips for Making Feedback More Effective and Less Likely to Backfire

Feedback conversations can often miss the mark. Studies show that the impact of feedback on performance is highly variable, and often, the most common effect of feedback is… no effect at all. So how can you overcome the biases that make giving and receiving feedback so tricky? Awareness is a great first step, but, like any skill, becoming comfortable with feedback takes practice. Here are five actionable tips to make your feedback more impactful and less likely to trigger resistance.

Tip 1: Change the Labels – From Feedback to Advice & Reflection

“What’s in a name?” famously asked Shakespeare. Well, it turns out—quite a bit. The word “feedback” often carries a negative connotation, especially in the workplace. Simply hearing “I have some feedback for you” can spark anxiety. To sidestep this mental block, try reframing feedback as “advice.” Research shows that people feel more open to advice since it feels less judgmental and focuses on future improvement.

How to implement it: Next time, instead of asking “Can I give you some feedback on your presentation?” try saying, “Can I offer some advice to help make your next presentation even stronger?” This simple shift frames the conversation as constructive and forward-looking. Similarly, if you’re offering unsolicited input, consider calling it “reflection” rather than feedback. “I have a reflection to share with you” emphasizes that it’s just one perspective, not an absolute truth. This makes it easier for the other person to remain open to what you’re saying.

Tip 2: The Magic Opening Line – “I Could Be Wrong…”

In a survey, 95% of people rated themselves as more open-minded than average. Clearly, we all like to think we’re open to new ideas! When Benjamin Franklin made arguments, he would often start with “I could be wrong, but…” This opening line has two major advantages:

• It eases the other person’s defensiveness, making them feel less criticized.

• It helps you remain open to new perspectives yourself.

  
  

How to implement it: The next time you need to give critical feedback or voice a disagreement, start with “I could be wrong, but…” This phrase conveys humility and signals that you’re open to discussion rather than imposing your view. You may find this approach not only improves how others respond to your feedback but also makes you more receptive to their insights and alternative viewpoints.

Tip 3: Focus on the Future, Not the Past

We can’t change the past, but we can influence the future. “Feedforward” is a future-focused feedback model proven to be more effective because it emphasizes improvement rather than mistakes. By focusing on what can be done moving forward rather than dissecting past errors, you avoid potential conflict and keep the conversation productive.

How to implement it: Instead of spending a lot of time on why things went wrong, concentrate on what can be done to improve in the future. Frame feedback as future-focused advice, like “Here’s what you might try in the next project” instead of “Here’s what went wrong with the last one.” By shifting to a forward-looking mindset, feedback becomes less about accountability for past issues and more about shared goals and actions for the future.

Tip 4: Skip the Feedback Sandwich

The feedback sandwich—layering criticism between two pieces of praise—aims to soften the blow of constructive criticism. But here’s the problem: due to Negativity Bias, people often remember only the critical part and ignore the positive elements. Instead of leaving the person feeling uplifted, the feedback sandwich can create confusion and make praise feel disingenuous.

How to implement it: Separate positive and negative feedback and give each its own space. This way, the positive feedback is more likely to be heard and appreciated, and the critical feedback stands clear, without getting muddled. Clear, focused feedback—whether positive or constructive—ensures that important points don’t get lost and that both types of feedback are valued independently.

Tip 5: Build Trust – Friendship Over Facts

Research shows that we’re more likely to listen to feedback from people we respect and trust. If there’s tension or mistrust in a relationship, the chances are slim that feedback will be taken to heart. Facts alone rarely change minds; in many cases, it’s trust and connection that make feedback resonate.

How to implement it: To build this trust, strive to connect with colleagues on a personal level. Show genuine interest in their goals and needs. When trust is present, feedback feels less like criticism and more like support. If possible, foster a sense of camaraderie with the person you’re giving feedback to. The more they see you as an ally, the more open they’ll be to hearing—and acting on—your feedback.

Moving Forward with Constructive Feedback

Feedback doesn’t have to feel like a struggle. By changing the labels, focusing on the future, skipping the feedback sandwich, using a humble opening, and building trust, you can create feedback conversations that are constructive, respectful, and productive. Feedback is most effective when it’s seen as an opportunity for mutual growth, not as a critique. So next time you find yourself in a feedback conversation, remember these tips and use feedback as a tool to support development, inspire change, and foster stronger workplace relationships.