The 7 most common mistakes new managers make delivering feedback

Photo by Asnim Ansari

After teaching and coaching thousands of creative leaders across multiple industries, we start to see patterns. Here’s the most common mistakes new (and experienced) managers make when delivering performance feedback to their team.

1. Not knowing the difference between feedback on performance and critique of work product. Both require different approaches and techniques for effective delivery. Both are required for overall performance and impact.
2. Buying into the idea that “feedback is a gift.” This is some of the worst management advice out there. As a manager, feedback is our RESPONSIBILITY not an optional act of kindness.
3. The shit sandwich. Also terrible management advice. By bookending your point with positive feedback, you take the chance that they won’t actually hear the important part. If you’re giving feedback regularly, a sandwich isn’t necessary. Normalize giving hard feedback.
4. Waiting too long. Time and time again, I work through “feedback snowballs” with new managers that include a complex range of feedback they have neglected to give their report. Delivering early and often avoids this.
5. Including jargon or metaphors for behavior that reduces the likelihood it will be understood or actionable. Example: “You steamrolled Sally in that meeting.”
6. Loaded with bias and judgment. I’ve read a lot of feedback/reviews and so much of it is not actionable. “You were aggressive.” No, that’s your interpretation. What was the observed behavior? Useful feedback addresses ACTUAL behavior that the recipient can control.
7. Waiting until performance reviews. Perf should be a summary, not news. If your team is surprised by feedback in their review, you failed to give them real time feedback when they most needed it. This is often related to the snowball effect above.

To learn how to deliver effective, unbiased feedback (and critique!), join us for our workshop crafted for new managers — Design Leadership Fundamentals.

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1. Attend a workshop to focus on a learning area, or design a customized learning series for your team
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