Holding Difficult Conversations: How To Give Feedback in 2025

Giving feedback is an essential part of a manager’s role. It helps both in maximising the efficiency and productivity of the business as a whole and in the employees’ own professional development. Feedback on the areas in which an employee is excelling is usually straightforward, as everyone likes to hear that they are performing well. But feedback also covers the areas where the employee is not performing as expected and this can be much harder to deliver.

The right time and space

Regardless of whether the feedback is mostly positive or largely full of areas to improve, make sure the meeting takes place in private, where other employees cannot overhear. Make plenty of time for the conversation. Businesses in 2025 are busy places and you probably have lots of other tasks to fulfil, but rushed feedback is not helpful. You may need to clarify points to the employee. The employee may also have questions on their next steps.

Be positive

It is very unlikely that the feedback will be 100% criticism, so make sure you also provide feedback on the areas where the employee is performing well. This will help put them at ease and will also prevent the feedback session feeling like a personal attack. An employee who knows you have noticed their strengths will be more receptive to your criticism and your suggestions for improvement.

Set goals

Even negative feedback can be delivered in a positive manner. The feedback should be delivered in terms of how the employee needs to improve, rather than in an aggressive or negative manner that leads to the employee feeling attacked. By setting out clearly the steps the employee needs to take to reach the expected standard, you give them something to work towards. This also creates a clear measure of progress for the next time you give feedback.

Be supportive

Feedback should not just be about the manager talking and the employee listening. You will also need to listen to the employee. They will likely be able to offer some insights into why they are performing poorly in some areas. Listening will also demonstrate respect for the employee, and that you value their input.

Feedback is also a chance to find out what the employee needs to improve their performance. It may be they require further training in a specific area or to have a mentor within the business who can support them. Make sure they know that you are there to support them and that they can approach you with any difficulties.

Give time

Recognise that negative feedback can be distressing. You cannot predict how your employee will react. They may get defensive or become emotional, making the feedback session harder. This may also mean that they do not absorb all the information you are giving. Be willing to pick up the feedback at a later date to answer questions and set out the next steps.

Keystone offers group training for employers to equip their managers with feedback skills. If your employer might be interested in booking a session for you and your colleagues, why not show them this blog post and ask them to get in touch for more information.