How to give feedback that motivates – Not Hurts

Hey Leader,

Let’s sit together for a moment — like we’re having a calm chat over chai ☕.

I want to talk about something important today… Something that every business leader, Manager, Team lead or coach faces:

How do we give feedback in a way that helps people — not breaks them? How do we correct someone without making them feel small or hurt?

Because let’s be honest — we’ve all been there. We’ve all given feedback that was misunderstood. And we’ve all received feedback that made us feel demotivated instead of inspired.

So… what’s the right way?

Let me share what I’ve learned — not from books, but from real conversations, real teams, and real emotions.

1. Correct the Behaviour, Not the Person

Imagine one of your team members comes late every day. Do you say: “You are always irresponsible!” Or do you say: “I noticed you’ve been coming late — is something going on?”

Big difference, right?

✅ One attacks the person.

✅ The other looks at the behavior.

When we focus on correcting behavior — people don’t feel attacked. They feel understood. And they are more open to changing.

2. Be Specific — Not Vague

Saying, “You did great today!” is nice. But saying, “The way you handled that client call so patiently — that was amazing,” is better.

Why?

Because now the person knows exactly what they did right — and can do it again.

✅ Vague feedback = Confusion

✅ Specific feedback = Clarity

3. Feedback is Not Always Negative

Many people think feedback means something is wrong. But that’s not true.

Feedback is also when you say:

🟢 “You did this really well.”

🟢 “I loved how you handled that situation.”

🟢 “Thank you for your effort.”

Positive feedback gives energy. And when people hear it often — they become more confident.

4. Start with What Went Well — Then Share What Can Improve

If you want to suggest something for improvement, don’t start with what went wrong. Start with what they did right.

For example: 👉 “Your email to the client was clear and well-written. One small thing — maybe next time, we can make the subject line more catchy.”

Now the person feels appreciated and guided. Not attacked.

5. End with the Next Step — Not Just the Mistake

Every feedback should have a “What Next?”

Not just: “This was wrong.” But: “Here’s how we can do it better next time.”

This gives the person hope. It shows them a clear way forward. It turns feedback into growth.

Final Words from the Heart ❤️

Feedback is not about power. It’s about care.

When done with respect and kindness — feedback becomes a gift. A mirror. A step toward becoming better — together.

So next time you give feedback, ask yourself: “Am I helping this person grow — or just pointing out a mistake?”

Great leaders don’t just build results. They build people. Let’s give feedback the way we want to receive it — clear, kind, and full of care.

👇 What’s your experience with giving or receiving feedback? Let’s learn from each other in the comments.

If this newsletter spoke to you, follow along for more simple, practical leadership lessons.

Together, we grow. 🌱