Giving and receiving employee feedback are like two sides of a coin, both essential for building a stronger, more successful business. No matter which side you focus on, your business ends up hitting a jackpot (of improvements). 

When feedback flows from leaders to teams, it improves employee performance and ultimately their contribution to your business. When staff feedback is received and acted upon, it allows your business to adapt and grow.

Just like the two sides of a coin come together to create value, both giving and receiving feedback take your business forward. But each requires a different approach. 

This guide is packed with tips and examples of employee feedback to help you master both sides of employee feedback and turn them into growth drivers.

What Is Employee Feedback? 

Employee feedback is the exchange of opinions and suggestions between employees and their peers, managers, or the business about different aspects of their work, performance, skills, and attitudes, with the goal of learning and growing.

According to Gallup’s State of the Global Workplace report, only 23% of employees are engaged in the workplace. And that’s where employee feedback can be used to achieve better results. Staff feedback can flow in multiple directions.

1. To employees: This is the feedback that managers, supervisors, or colleagues give to employees about their performance, behavior, and overall contribution to the organization.  Feedback for employees is meant to help them understand their strengths, areas for improvement, and how their contribution aligns with company goals. Feedback can be given formally, such as during performance reviews, or informally, like day-to-day conversations. 

2. From employees: These are the opinions and suggestions employees share with management about their experience of working with an organization. This feedback covers everything from company culture and leadership to job satisfaction and day-to-day work processes. This helps identify employee concerns, management gaps, and new ideas to meet their expectations. Feedback from employees is often collected through surveys, suggestion boxes, one-on-one meetings, or anonymous channels.

Why is Employee Feedback Important?

Both giving and receiving employee feedback are essential for creating a cycle of improvements. Here’s a closer look at the key benefits of such feedback loops:

1. Improved performance and productivity: Regular feedback helps employees understand how they’re performing, where they can improve, and what they’re doing well. This allows them to steer their work habits, strategies, and efforts in the right direction, improving performance across the organization. Eighty-five percent of employees take more initiative when they receive feedback in the workplace. Similarly, when employees share feedback about workflows, management, and processes, management gets insights into what needs to be done to optimize operations and eliminate any blockers. 

2. Enhanced employee engagement. Two-way feedback creates a transparent environment where employees feel valued and heard. Four out of 10 employees who receive little to no feedback are actively disengaged from their work. When they receive regular recognition for their contributions and constructive input for growth, their job satisfaction, morale, and commitment increase.  Plus, dedicated channels for employees to voice their ideas, concerns, and suggestions demonstrate that their opinions matter, making them feel more connected to the organization’s goals and culture.

3. Stronger workplace relationships. A continuous feedback loop helps clarify expectations and resolve misunderstandings before they escalate. This builds trust between employees and their managers, as well as among colleagues. Moreover, team members who regularly exchange feedback develop better collaboration skills and feel more comfortable sharing ideas and concerns.

4. Identification of skill gaps and development opportunities. Feedback is essential in recognizing areas where employees may need additional training or support to reach their full potential. It can pinpoint specific skills (soft or technical) that need development, allowing you to create personalized growth plans. Moreover, when employees share aspirations and provide feedback on training programs, leadership, tools, or resources, it helps you better address skill gaps across all levels and ensure ongoing professional development. 

11 Types of Employee Feedback Examples 

Employee feedback comes in many forms, each serving a unique purpose. The right type of feedback, delivered at the right time, can help employees improve and grow within the organization. 

Let’s explore the 11 types of employee feedback, along with examples, to help you implement them in your organization:

1. Positive employee feedback

Positive feedback reinforces successful employee behaviors and motivates them to continue performing well. It builds confidence and clarifies what "good" looks like in your organization. You may use this to recognize specific achievements and progress made by employees.

‍Example: "The presentation you created for the client meeting was excellent. The visuals were clear, the content was well-structured, and it addressed all the client’s key concerns. Your attention to detail and ability to present complex information so effectively made a huge impact.”

Why it works: Specific feedback, highlights the employee’s skills, and ties it to a meaningful result.

2. Constructive employee feedback

Constructive feedback focuses on areas for improvement, helping employees develop and grow. It’s delivered in a way that encourages learning rather than damaging the employee’s confidence.

Example: "Great job on the project update presentation, however, I noticed that a few key details were missing. Including completion dates would have helped the team stay on track with deliverables. Let's develop a template so that important information is covered every time."

Why it works: Focuses on the issue and impact, encourages problem-solving, and offers support. It also uses an “I” statement to minimize blame. “I” statements help you share your observations and concerns without sounding accusatory or confrontational. For instance, instead of saying, 'You’ve missed a few key details,' try, 'I’ve noticed you’ve missed a few key details.”

3. Negative employee feedback

Negative employee feedback addresses serious performance issues or behavior that needs immediate correction. While challenging, it's necessary for maintaining standards and addressing problems.

Deliver it respectfully and with empathy to avoid alienating the employee. Try to share feedback in a private setting and focus on the behavior, not the person. Ninety-two percent respondents of a survey agreed that negative feedback, when delivered appropriately, is effective at improving performance.

Example: "In today’s meeting, I observed you interrupting several colleagues. It’s important to let everyone share their thoughts without interruptions.”

Why it works: Addresses behavior directly but remains professional and solution-oriented.

4. Coaching and career employee feedback

This type of feedback focuses on employee development and career growth. It provides guidance on how individuals can reach their professional goals, ultimately helping improve retention in the long run. 

According to LinkedIn’s 2024 Workplace Learning Report, seven in 10 people say learning improves their sense of connection to their organization.

Example: "You’ve shown great initiative in leading team discussions. To develop further, I recommend taking on a small project to manage. I’ll be here to guide you as you build your leadership skills."

Why it works: Recognizes potential, aligns with a goal, and offers support.

5. Recognition employee feedback

Recognition feedback acknowledges extraordinary achievements, behaviors, or results. It motivates employees by showing appreciation for their hard work. 

As per a report by Octanner, employees are 18 times more likely to produce great work when they receive recognition for their efforts.

Example: "Your initiative in creating the new customer onboarding process has improved our efficiency. We've received positive feedback from five new clients, and onboarding time has decreased by 40%. This is exactly the kind of innovation we value."

Why it works: Highlights tangible achievements and motivates to further achieve excellence.

6. Upward employee feedback to management

This feedback flows from employees to managers, offering insights into leadership, management, and organizational issues. It encourages transparency and helps leaders grow.  

Example: "I appreciate the direction you provide during projects, but I feel the team would benefit from more frequent check-ins to stay aligned. It would help us feel more supported."

Why it works: Constructive, respectful, and focused on solution/improvement.

7. Formal employee feedback

Formal feedback is structured and is often part of performance reviews. It’s typically collected periodically and can be used for promotions, raises, or career development.

Example: "Over the past six months, you've consistently met or exceeded your KPIs. Your CSAT score of 94% leads the team. In the next six months, you must focus more on developing project management skills and cross-team collaboration.”

Why it works: Balances recognition of achievements with clear, actionable goals for growth.

8. Informal employee feedback

Informal feedback is casual and spontaneous and is given in day-to-day interactions, providing immediate guidance or recognition. It can be as simple as a quick note or shout-out during a team call. 

Example: "I noticed you helped a colleague troubleshoot an issue earlier today; that was a great display of teamwork!" or "Hey, I noticed the task status wasn’t updated on the tracker yesterday. Can you make sure to keep it current?”

Why it works: Quick, specific, natural, and addresses issues or recognizes achievements immediately.

9. Peer-to-peer employee feedback

Peer-to-peer feedback occurs between colleagues at the same level. It creates a culture of mutual support, where employees help one another grow and improve.

Example: "Thanks for your help on the presentation. Your design suggestions really made the data more compelling. I'd love to learn more about your approach." or “Hey, I noticed that the report you were supposed to share last week was delayed, which held up my part of the project. Could we find a way to coordinate better next time to avoid delays?”

Why it works: Encourages collaboration, highlights its impact, and builds positive relationships.

10.Feedforward employee feedback

Feedforward (the opposite of feedback) focuses on suggestions for future improvement rather than dwelling on past mistakes. It’s forward-looking and provides actionable advice for growth. 

Example: "Your presentations are strong, but for the next one, try starting with a compelling story to grab the audience’s attention. I think this will take your delivery to the next level."

Why it works: Starts positively and focuses more on future improvement with actionable advice, rather than critiquing past errors.

11. Self-assessment feedback

Last but not the least is self-assessment feedback. It allows employees to reflect on their performance, strengths, and areas for improvement. It promotes self-awareness and motivates them to take ownership of their growth.

Example: "After reviewing my performance, I’ve realized I need to improve time management, especially during busy periods. I plan to start using a task prioritization tool to stay organized and on track."

Why it works: Shows self-awareness and a proactive approach to growth.

Best Practices for Giving Employee Feedback 

Now, as you implement different types of employee feedback, here are a few best practices that should complement your approach.

Be specific and constructive

When giving feedback, it’s essential to be clear and focused on specific actions or behaviors, rather than generalizations that can leave employees directionless. Textio's 2023 report reveals that employees receiving low-quality feedback are 63% more likely to leave their organizations. 

Instead of saying, "You need to improve," specify what needs improvement, like "I noticed you missed the deadline for the project last week." Along with this, offer constructive suggestions for improvement. For example, "To meet deadlines, consider breaking the project into smaller tasks and setting milestones." 

This approach provides employees with practical guidance on how to improve. Always frame the feedback in terms of growth opportunities rather than failures to keep employee motivation high. 

Use the situation-behavior-impact (SBI) model

The SBI model is a highly effective employee feedback structuring method.

• To implement this, start by describing the “Situation”: what happened, when, and where.
• Next, focus on the “Behavior”: what the employee specifically did or didn’t do. 
• Finally, explain the Impact: how their actions affected the team, project, or company. 

For example: "In yesterday's team meeting (Situation), you interrupted a colleague while they were speaking (Behavior), which made it harder for everyone to hear their ideas (Impact)." 

This model is particularly helpful because it removes emotional charges from feedback conversations and focuses on facts and outcomes. 

Regular feedback over annual reviews

Modern, quick-moving workplaces demand more frequent feedback touch points than traditional annual reviews can offer. Only 26% of employees believe annual performance reviews are effective. 

Instead of saving it all for annual reviews, regularly sharing feedback helps prevent small issues from becoming major problems and allows timely recognition of achievements. 

Establishing a consistent rhythm through monthly one-on-ones, project-based check-ins, or even informal conversations makes feedback a part of the natural workflow and employees can act on it in real-time. This also reduces the pressure and formality of annual reviews.

Encourage two-way communication

Feedback should be a dialogue, not a one-sided conversation. Encourage employees to share their thoughts, ideas, and concerns during discussions.

Ask open-ended questions like, "What challenges did you face during this project?" or "Do you have suggestions for how we can improve the process?" to go from a top-down approach to a more collaborative one, often resulting in smarter solutions. Practice active listening and show genuine interest in their perspective, even if they differ from your own.

By creating a two-way communication channel, you ensure that feedback is not only received but also understood and acted upon while making your employees feel heard and valued.

How to Collect Employee Feedback Effectively

Collecting employee feedback is essential for continuously evolving as a people-first organization. To gather actionable insights, it’s important to use a variety of methods that suit different situations and preferences. 

Some of these methods include:

1. Anonymous surveys and polls

To collect honest feedback that might be missed in direct conversations, create a safe space for employees to share their thoughts without the fear of repercussions. Businesses that implement anonymous feedback systems receive 58% more honest feedback.

Schedule regular anonymous surveys (e.g., quarterly eNPS) or polls to track overall employee sentiment in key areas such as job satisfaction, leadership effectiveness, and work culture. 

Keep surveys short (estimated completion time: 2-4 minutes) for higher response rates. Analyze the results quickly, then share findings with employees, outlining the actions you’ll take based on their feedback. 

Survey platforms like ClearlyRated make it easy to conduct short, anonymous surveys. It also lets you evaluate early warnings and quickly act on critical feedback from team members.

2. One-on-one meetings

Make regular one-on-one meetings a priority to collect feedback. These meetings allow employees to share feedback directly with their managers in a private, supportive setting. 

Use these meetings to ask open-ended questions and have discussions around career growth, current challenges, and suggestions for improvement. Actively listen, take notes, and follow up on their concerns. 

The personal nature of this feedback helps identify individual issues that might not come up in group settings and gives context in a way surveys can’t. Moreover, regular check-ins ensure that feedback is ongoing and not left until an annual review, helping to catch issues early.

3. Use feedback platforms and tools

Modern feedback platforms make it easier to collect, manage, and analyze feedback from employees at scale, providing real-time visibility into their sentiments. 

Tools like ClearlyRated can automate the collection of feedback, making it less time-consuming and more consistent. These also allow leadership to track patterns in employee feedback and take immediate action when needed. 

Having a dedicated system for feedback helps ensure that employees feel their input matters and is considered in decision-making processes.

Pro-tip: Define action-taking criteria. Let’s say, that if an issue appears in 30% of responses across two to three consecutive surveys, it will be categorized as P0 (high priority, requiring immediate action). 

4. Build a feedback-driven culture 

Take intentional steps that make feedback a natural and valued part of work. When feedback is received on time, employees have a clear understanding of their performance, expectations, and role within the organization, leading to higher engagement. Moreover, acting on employees’ feedback shows them that their voices matter. 

Leaders must set an example by regularly giving and seeking feedback themselves. Train employees on the available channels to provide constructive input and receive feedback openly.

Create safe spaces like anonymous channels and forums, and incorporate feedback into everyday conversations and meetings. Implement an open-door policy to make sure employees know that leadership is always accessible and ready to listen. 

Remember, feedback isn’t just about addressing issues, it’s about celebrating improvements and progress too.

How ClearlyRated Helps You Gather Employee Feedback 

ClearlyRated is a survey platform that handles the end-to-end process of employee feedback implementation within your organization, from designing customized surveys to analyzing results. 

Here’s a quick overview of ClearlyRated’s 3-step approach:

1. Design surveys: Using ClearlyRated, create surveys that reflect your unique culture, industry, and the specific needs of your workforce. You can gather key metrics like Employee Net Promoter Score (eNPS) and benchmark against industry leaders to see where you stand. 

2. Analyze survey results: Once feedback is collected, the tool helps you analyze results and turn them into actionable insights. It enables you to build engaged teams, learn from top performers, and replicate their success.  By tracking early signs of disengagement and critical feedback, you can proactively solve issues that improve employees, clients, and overall experiences.

3. Showcase positive results: Finally, ClearlyRated helps you highlight your results and strengthen your employer brand. It showcases verified team satisfaction scores that reflect your people-first culture. 

This way, you’re able to attract and retain top talent and win more business by marketing your engaged service teams. 

Let Employee Feedback Guide Your Business Growth 

The exchange of opinions, suggestions, and concerns between businesses and employees is essential as it helps improve performance, productivity, engagement, and workplace relationships. 

There are different types of employee feedback, such as positive, upward, informal, and peer-to-peer, each suited for different situations. It’s important to assess your current scenario and determine which one is most relevant.

Follow best practices like being specific, using the SBI model, and prioritizing regular feedback over annual reviews. While giving feedback is important, continuously collecting it through tools like ClearlyRated helps you evolve into a people-first organization.

‍Book a demo to learn how ClearlyRated can seamlessly integrate employee feedback into your organization’s existing workflows.