How to Give Effective Feedback as a New Manager

How to Give Effective Feedback as a New Manager
We know from people manager assessment center and performance management training data that effective feedback is one of a manager’s most powerful tools for shaping performance and developing a high-functioning team. But beware of clichés or overly simplistic visuals — they rarely show the real art of giving feedback. Instead, focus on actionable practices that actually help your employees grow.

Five Components of Effective Feedback
If you want to know how to give effective feedback as a new manager, we recommend you start with these five new manager training fundamentals:

1. Demonstrate Genuine Intent to Support Success
   Before you speak, ask yourself why you’re giving this feedback. Feedback aimed at defending yourself, asserting authority, or appeasing someone else is counterproductive. Feedback that comes from a genuine desire to help an employee improve, however, builds trust and engagement. Remember, feedback doesn’t always have to be positive — pointing out behaviors that need adjustment is necessary for growth.
2. Focus on the Behaviors That Matter
   Prioritize feedback on actions that directly affect your business goals and team norms. If your company strategy emphasizes customer loyalty, for instance, highlight behaviors like active listening, accurate understanding, and problem-solving. Avoid diluting your feedback with issues that are tangential or irrelevant to performance outcomes.
3. Be Specific About How to Improve
   Vague statements like “good job” or “that could have gone better” do little to foster improvement or change behavior. Identify exact behaviors and provide examples of what could be done differently. Constructive, detailed feedback allows employees to practice and internalize change. Ambiguity slows growth — clear, actionable guidance accelerates it.
   
4. Create a Two-Way Dialogue
   Feedback is not a monologue. Invite employees to share their perspective, reflect on their performance, and propose ways to improve. Often, employees can accurately assess their own performance and suggest practical steps forward. This two-way approach strengthens engagement and encourages accountability.
5. Link Feedback to Real Benefits
   Employees are more likely to act on feedback when they see how improvement benefits both them and the team. For example, stronger customer-facing skills not only lead to happier clients but also enhance professional credibility and career growth. Make the connection clear — help your team understand the personal and collective payoff.

The Bottom Line
As a manager, your role is to shape an environment where employees can grow, perform, and align with strategic goals. Feedback is your tool for reinforcing behaviors that matter and addressing those that don’t. The more consistently you provide thoughtful, specific, and actionable feedback, the more your team will focus on learning, improving, and delivering results.

To learn more about how to give effective feedback as a new manager, download 8 Reasons Why Leaders Need 360 Feedback