Errors Managers Make When Offering Negative Feedback

6 Jul 2026 · 3 min · 2 chapters

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In short

Common errors managers make when delivering negative/critical feedback, and how to give it productively.

Key claims

Give feedback close to when the issue happens; warn the employee ahead of time; prepare with specific examples; use open-ended questions (e.g., “What challenges are you facing right now?”) instead of conclusive judgments; focus on the work, not the person; frame feedback around impact and actionable next steps; co-create a plan with measurable milestones, check-in times, and documented expectations.

Notable examples

missed deadline; discussing how it affected the team and brainstorming ways to avoid it next time.

Guests

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Chapters

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Giving Constructive Feedback

0:30 to 0:51

Understand how to provide critical feedback effectively and constructively.

“Stack more sales with the best converting checkout on the planet.”

Giving Constructive Feedback

0:55 to 2:30

Understand how to provide critical feedback effectively and constructively.

“But avoiding these common mistakes can ensure the discussion feels productive and constructive.”
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Transcript

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0:28This episode is brought to you by Google Chrome. Get everything you need to grow the way you want. Like, all the way. Stack more sales with the best converting checkout on the planet. Track your cha-chings from every channel right in one spot. And turn real-time reporting into big-time opportunities. Take your business to a whole new level. Switch to Shopify. Start your free trial today. It's totally normal to feel nervous about giving critical feedback. But avoiding these common mistakes can ensure the discussion feels productive and constructive. Give critical feedback as close as possible to when the issue occurs.

1:08And give your team member a heads up to avoid catching them off guard. I'd like to meet later this week to discuss that missed deadline and brainstorm some ways we can avoid that in the future. Enter the discussion ready to cite examples of the issue, explain how it impacts the team, and recommend actionable next steps. Preparation shows professionalism and sets a focused tone. Instead of making conclusive statements like, You're not fully focused on work these days. Ask open-ended questions such as, What challenges are you facing right now? Open-ended questions can reveal underlying problems like personal struggles, unclear expectations, or a skills gap.

1:45Remember, this isn't a confrontation, so focus on the work and not the person. Instead of, You let me down. Say something like, The missed deadline led to, let's talk about how we can avoid this next time. Work with your team member on a plan to address the issues you discussed. Make sure it has measurable milestones and times for you two to check in. It will also help both you and your employee track progress if you document your expectations and revisit them regularly. Athletic Brewing Company crafts award-winning non-alcoholic beers for those who want to be part of every round. With over 185 flavor awards, there are exceptional NA beers that fit your lifestyle and any social occasion.

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From the publisher

5 Mistakes Managers Make When Giving Negative Feedback

25 Jan 2025

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Navigating performance conversations is one of the toughest challenges for new managers. It’s natural to feel nervous about giving critical feedback, but avoiding these common mistakes can help ensure the discussion is productive and constructive.

Read the full article by Steve Vamos here: https://s.hbr.org/40X2hlv

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