Practise giving Positive and Improvement feedback

Practise giving Positive and Improvement feedback


1. Positive feedback" or "appreciative feedback" technique

  • State in a factual way the situation to which you wish to draw the person's attention.

"This morning, during the group meeting, I noticed that... (a fact)".

  • Make the link with the quality or skill of the person.

"I see this as a quality of ....(be specific)."

  • Make sure the person takes ownership of the feedback.

"What do you think?”

  • Eventually, get the person to see what more they can do with this awareness.

"And now that I am giving you this feedback, what difference does it make to you?

Valuation feedback can be used without moderation by the manager, as it strengthens the employee's self-esteem, self-image and self-confidence. It also allows the employee to become aware of the progress made.

2. Improvement feedback" or "positive confrontation" technique

  • Take the precaution of first asking if the person is willing to receive improvement feedback, to avoid being perceived as lecturing or giving advice, and to get the person into a positive and listening frame of mind.

"Would you mind if I gave you feedback on this morning's meeting?"

  • Start by stating the positive facts.

"Congratulations on the quality of the preparation, the organisation of the room, the warm way you welcomed the participants...".

  • State in a factual way the situation to which you wish to draw the person's attention.

"During the brainstorming, I noticed that not everyone spoke up..."

  • Indicate what was missed, what you would have liked to find.

"It would have been beneficial if you, as the facilitator, had made sure that everyone spoke up."

  • Make sure the person takes ownership of the feedback.

"What do you think?"

  • Get the person to quickly project themselves into the future and into action in a positive way, ask them what they are going to do to fix the problem. Explore the options, agree on the action plan.

"How can you make sure next time that everyone speaks up in a brainstorming session?

It is important, in order to give constructive feedback for improvement, to :

  • Check that your intention is indeed to improve the situation.
  • Manage your emotions: if a colleague has put you in a negative emotional state, first take the time to manage your emotions, analyse the situation and prepare a clear request.

It is also essential, if you want the person to listen to you and participate in the process, that they agree with your desire to give feedback. So start your interaction with a question like:

"Can we debrief together on this morning's meeting?”

"I'd like to talk to you about this morning's meeting, do you have a minute?” "I would like to tell you about a situation that has been brought to our attention, can we meet for a moment?”

"We have witnessed some things that we would like to share with you, can we do that now or would you prefer that we set a time this afternoon?”


To practice, in the following days, apply the feedback method in your personal or professional life situations.

At first it may be easier to give positive feedback to a team.

  • To your team: in a plenary meeting, following a team action, give feedback on what you thought of it. Your team members will appreciate it and see it as recognition.

Then practice giving feedback individually. Here are some interesting situations for giving feedback

  • To a friend: he or she has organised a holiday for your whole group of friends. This must have taken a lot of time and energy. Take a moment to give feedback.
  • To your child: when he or she does something, give feedback. This will give them structure, value and motivation.
  • To a colleague: when they do you a favour. Tell him/her how this has benefited you and the company.
  • To your boss: when he or she has made an important oral or written presentation, you can offer your feedback.