Delivering Employee Feedback & Facing Feedback Fears

Hey Peacemakers!

Does the thought of delivering feedback to an employee leave you feeling a little… uneasy? You’re not alone. Our latest poll revealed that for many leaders, giving constructive feedback is one of the most challenging parts of the job. I remember being sick and anxious over the years as I prepared for my annual reviews in some companies and later in my career delivering feedback to my direct reports.

And I get it — providing honest input, especially when it’s corrective, can feel like stepping into a minefield and even bring up feelings of insecurity and impostor syndrome in our most experienced and/or confident leaders. Feedback conversations, when not handled right, can trigger misunderstandings, defensive reactions, or even disengagement. Have you seen this or experienced it first hand in your career journey?

But what if feedback could be delivered in a way that feels less like confrontation and more like collaboration? How often should we talk about performance in an annual year to make it less triggering?

Studies show that 69% of managers report discomfort when giving feedback, especially when it’s critical (Harvard Business Review). When we’re not confident in our approach, feedback can feel like an uphill climb. But here’s the truth: delivering constructive feedback effectively requires two things — emotional intelligence and clear communication. It’s an art and a skill that I studied during my time at Lipscomb University’s Institute for Conflict Management, and it’s an approach we can all learn and apply.

Emotional Intelligence (EI) is the key here. When leaders invest in building their EI — understanding their own emotions, showing empathy, and honing active listening skills — they create space for feedback to become a powerful tool for growth. There are four pillars in EI that we must navigate and build to make us less biased and more effective as a leader in and out of workplace opportunities.

Research from the American Psychological Association highlights that employees who receive supportive, EI-informed feedback report a 60% increase in job satisfaction. This shift doesn’t just help individual employees; it transforms team dynamics, encourages engagement, and leads to better overall performance. How about using this to combat quiet quitting and fat firing during this important quarter in your business?

Imagine your next feedback session going smoothly, where you speak with clarity and empathy, and your team member leaves feeling motivated to improve. In a workplace where feedback is genuinely constructive, every conversation is an opportunity to strengthen relationships, build trust, and foster a culture of growth. Think of feedback as planting seeds — it’s about nurturing talent, guiding growth, and helping each team member reach their full potential. When our culture is healthy, our people are too which is best for mankind and our businesses overall.

When feedback is delivered with emotional intelligence, it becomes less about pointing out what went wrong and more about exploring what can be improved. Instead of conflict, we cultivate collaboration. We help employees see feedback as a stepping stone rather than a setback. And it all begins with learning to bring compassion, clarity, and courage into every feedback session.

How To Take Action:

Ready to bring confidence and structure into your next feedback session? Here’s a practical, step-by-step plan:

1. Ground Yourself in Self-Awareness: Before you give feedback, take a moment to check in with yourself. Are you feeling anxious, or worried about how the feedback will land? Recognize your emotional triggers. This self-awareness is a foundation of emotional intelligence — it helps you enter the conversation calm and centered.
2. Empathize and Connect: Start by understanding the employee’s point of view. What challenges might they be facing? Acknowledge their efforts first, and then frame the feedback in terms of actions and impact. When you approach feedback with empathy, you foster an atmosphere of trust where growth becomes possible.
3. Structure Your Feedback with Clarity: Use this approach: Start with the positive, then address areas of improvement, and end with encouragement. Be specific with examples — aim to describe behaviors rather than traits. Avoid saying, “You’re not focused enough.” Instead, try, “I noticed that project deadlines have been missed lately; let’s discuss what might be causing delays and how we can support you in managing time.”
4. Invite Dialogue and Commit to Follow-Up: Open the floor for the employee to share their thoughts and ask questions. This step is critical to ensuring they feel heard and engaged in the process. Wrap up by setting a follow-up meeting to check on progress. Knowing there’s ongoing support can reduce anxiety and promote accountability.

? Imagine a work environment where feedback sessions are not feared but valued. By combining self-awareness, empathy, and clear structure, you’re equipping your team to approach challenges proactively and develop a true growth mindset. Let’s move from fear of feedback to fearless growth, one conversation at a time! I want to encourage you to set-up your free consultation with our agency to invest in the culture transformation instead of just talking about it.

Let’s put these steps into practice. Try them out in your next feedback session and watch the transformation unfold. Ready to make feedback sessions a powerful, positive part of your leadership? Join me as we embrace growth together. ??

By following this plan, you’ll see not only improvements in individual performance but a more engaged and motivated team that’s eager to grow. Book now! www.theconflictchick.com