4 Tips for Mastering Constructive Feedback at Work

Giving and receiving feedback at work can feel uncomfortable, but with the right approach, it becomes one of the most powerful tools for growth, connection and success.

Sept. 12, 2025

Whether you're a team leader, a new graduate or a seasoned professional, feedback is essential for growth. When constructive feedback is given and received in the right way, it can help people thrive both professionally and emotionally. Despite its importance, negative connotations often come to mind but exchanging feedback does not need to be a daunting experience. When done right, feedback can be a powerful tool for building trust, strengthening interpersonal relationships and driving continuous improvement.

Giving constructive feedback at work—what do you need to consider?

A workplace that values open, honest, and respectful communication is one where people feel safe to grow. In fact, employees who receive regular, meaningful feedback are 2.7 times more likely to be engaged at work.

Feedback delivered well builds connection, strengthens relationships, and creates a trusting work environment. Remember, feedback in its truest form is the ability to have an open conversation with someone. It’s not about pointing out flaws; it’s about helping someone grow.

Listed below are proven tips and tricks for giving and receiving intentional, effective feedback so you can continue prioritising career growth, anywhere and anytime.

1. Give Feedback That Builds Trust and Connection

While certain situations may evoke emotions, it is important to keep them in check and share feedback in a respectful manner. Feedback should always be given respectfully and come from a place where the goal is to help the individual.

• Timely – Don’t wait for formal reviews. Give feedback close to the event so it’s relevant and actionable.
• Specific – Use real examples to illustrate your points. This helps the recipient understand the context and impact.
• Respectful – Even when emotions are high, feedback should be delivered with empathy and professionalism.
• Conversational – Feedback should be a two-way dialogue, not a monologue. Invite the other person to share their perspective.

Tips for giving constructive feedback:

• Prepare in advance and focus on facts, not assumptions.
• Choose the right time and setting for the conversation.
• Be mindful of your tone and body language.
• Encourage open dialogue and active listening.
• End on a positive or forward-looking note.

Creating a feedback-rich culture also means normalising feedback as a regular part of team interactions. Whether it’s a quick comment after a meeting or a more formal one-on-one, consistent feedback helps build a culture of continuous improvement. In fact, according to the 2025 Global Culture Report, only 43% of APAC employees feel they are thriving at work, with many citing a lack of meaningful feedback and recognition as key barriers to engagement and growth

2. Receiving and responding to constructive feedback

How you perceive feedback often determines how you respond to it. If you see it as criticism, you may become defensive. It takes a level of trust for someone to be willing to give you constructive feedback. If you see feedback as a gift and are open and willing to receiving feedback it can help you thrive.

Even if you don’t agree with the feedback, it’s important to listen, reflect and consider the intent behind it. You don’t have to respond immediately. In fact, taking time to process the feedback can lead to more thoughtful and productive follow-up conversations.

Tips for receiving feedback effectively:

• Reflect on the points made in relation to your performance or behaviour.
• Listen to the feedback being given, thank them for the feedback and remember, you don’t need to respond straight away.
• When seeking to understand use phrases such as “please clarify…” or “help me to understand…”
• Whilst you may not agree with the feedback, that doesn’t mean it is not right.

Being open to feedback also shows that you’re committed to growth and willing to take accountability for your development.

3. Ask for Feedback to Accelerate Your Growth

One of the most powerful ways to grow in your career is to actively seek feedback. Asking for feedback regularly from managers, peers, and other stakeholders can help you understand what you are doing well, where or who you are impacting and identify areas for development. These ideas can go a long way in helping you stay motivated and understand what you need to do to develop yourself and your career further.

When seeking feedback from others, be intentional and specific. Let the person know what you’re looking to improve and why their perspective matters. For example, if you worked on a project together, ask for feedback on your collaboration, communication or leadership. In fact, employees say they are eager to adapt and embrace change, with many valuing feedback as a key driver of growth and development

Proactively seeking feedback also helps you stay aligned with team and organisational goals. It ensures that you’re not only meeting expectations but also exceeding them in ways that matter most.

4. Leading by Example

For leaders, giving and receiving feedback isn’t just a skill, it’s a responsibility. Leaders set the tone for the entire team, and their approach to feedback can either foster a culture of openness or create an environment of fear and silence. Effective leaders model the behaviours they want to see. They give feedback regularly, receive it graciously and use it to drive team performance and morale. When leaders prioritise clear, respectful and consistent feedback, they create a culture where people feel supported to grow, contribute and succeed.

Leadership feedback best practices:

• Schedule regular feedback check-ins with your team.
• Recognise and celebrate progress, not just outcomes.
• Use feedback to coach, not criticise.
• Be transparent about how you’re using feedback to improve your own leadership.

In a world where agility, collaboration and innovation are activators of success, feedback is the fuel that powers continuous improvement. It helps individuals grow, teams perform better, and organisations adapt to change.