8 Practical Manager Feedback Examples for 2025

You know giving feedback is critical, but finding the right words is often the hardest part of being a manager. Delivering clear, actionable feedback separates good managers from great ones. Poorly delivered feedback creates confusion, lowers morale, and stalls professional growth. Effective feedback builds trust, clarifies expectations, and directly improves performance. The challenge is moving from theory to practice, from knowing you should give feedback to knowing how to give it well.

This guide closes that gap. It provides a collection of practical, copy-and-paste manager feedback examples for common workplace scenarios you will face. We skip abstract theories and give you structured, ready-to-use scripts you can adapt immediately.

You will find specific examples for:

• Recognizing and reinforcing employee strengths.
• Addressing areas needing improvement without discouraging your team.
• Managing sensitive situations like missed deadlines or behavioral issues.
• Structuring follow-ups for one-on-one meetings.
• Delivering impactful performance review summaries.

Each example is more than a template. We break down the strategic reasoning behind the wording, explain when to use each approach, and provide a variant using the popular Situation-Behavior-Impact (SBI) model. You will learn to turn difficult conversations into opportunities for development and connection. This resource is your playbook for giving feedback that motivates, corrects, and builds a stronger, more effective team.

1. Situation-Behavior-Impact (SBI) Feedback Model

The Situation-Behavior-Impact (SBI) model is a foundational tool for structuring effective manager feedback. The Center for Creative Leadership popularized it. It provides a simple, direct, and objective way to communicate. The model removes judgment and focuses on observable facts, which helps prevent employee defensiveness.

This framework is the bedrock of many other feedback techniques for a reason. It builds clarity and psychological safety, making it an essential skill for delivering positive and constructive feedback.

How SBI Works

You structure your feedback into three clear parts:

• Situation: First, you define the context. State when and where the behavior occurred. This anchors the conversation in a specific, shared memory.
• Behavior: Next, you describe the specific, observable actions the employee took. Avoid interpretations or assumptions about their intent. Stick to what you saw or heard.
• Impact: Finally, you explain the consequences of that behavior. This could be the effect on team morale, project timelines, client relationships, or business results.

When to Use This Model

The SBI model is versatile. Use it for in-the-moment coaching, formal performance reviews, and one-on-one meetings. It is effective for addressing sensitive behavioral issues because its factual nature reduces emotional reactions. By focusing on concrete examples, you provide a clear path for what to stop, start, or continue doing.

For a deeper look into this method, you can learn more about the Situation-Behavior-Impact model.

Examples of SBI Feedback

Here are two manager feedback examples using the SBI framework:

Constructive Feedback Example:

• Situation: "During this morning's team stand-up..."
• Behavior: "...you spoke over Julia while she was giving her update."
• Impact: "...which interrupted the meeting's flow and made it difficult for the team to hear her report on the server migration."

Positive Feedback Example:

• Situation: "In yesterday's client onboarding call..."
• Behavior: "...you created and shared a detailed follow-up plan before the meeting ended."
• Impact: "...which made the new client feel confident and secure in our process. They sent a commendation about you afterward."

2. Radical Candor Framework

The Radical Candor framework, developed by author and former executive Kim Scott, is a communication philosophy built on two core principles: Care Personally and Challenge Directly. It guides managers to give clear, honest feedback while showing concern for their employees as people. The goal is to build trust and drive growth, not to create conflict.

This approach avoids two common feedback pitfalls: ruinous empathy (caring without challenging) and obnoxious aggression (challenging without caring). By combining both elements, you create a space for honest dialogue that strengthens professional relationships and improves performance.

How Radical Candor Works

You structure your feedback to demonstrate both care and directness:

• Care Personally: First, you connect on a human level. Show that your feedback comes from a place of support and a desire to see the person succeed. This establishes psychological safety.
• Challenge Directly: Next, you deliver the feedback clearly. Address the specific issue without sugarcoating or using vague language, so the employee understands what needs to change.

When to Use This Model

Radical Candor is most effective within relationships where a foundation of trust already exists. Use it for ongoing coaching, developmental conversations, and addressing performance gaps when the stakes are high. It is useful for helping high-potential employees break through to the next level by challenging them to grow beyond their comfort zone. The model requires emotional intelligence and courage from the manager.

For a deeper look into this method, you can learn more about the Radical Candor framework.

Examples of Radical Candor Feedback

Here are two manager feedback examples using the Radical Candor framework:

Constructive Feedback Example:

• Care Personally: "I'm saying this because I have faith in your abilities and want you to be successful here."
• Challenge Directly: "Your last three project reports were submitted after the deadline. This has a direct effect on the finance team's forecasting and puts our quarterly budget at risk."

Positive Feedback Example:

• Care Personally: "I was impressed watching you lead the client recovery meeting today. It's clear how much you care about our customers."
• Challenge Directly: "Your calm and structured approach completely turned a difficult situation around. That is the kind of leadership this team needs. Let's talk about how to apply that skill to the upcoming project X."

3. Constructive Criticism with Growth Mindset Approach

This feedback method combines constructive criticism with Carol Dweck's Growth Mindset theory. It frames feedback around learning potential and effort rather than fixed abilities. This approach helps employees view challenges as opportunities to develop their skills, which fosters resilience and a love for learning.

By focusing on growth, you create a psychologically safe environment where people see mistakes as part of the process. It's one of the most effective manager feedback examples for building a team that is not afraid to innovate and take on difficult projects.

How Growth Mindset Feedback Works

You structure your feedback to emphasize development over judgment.

• Acknowledge the Gap: Clearly and kindly state the area needing improvement.
• Frame as a Journey: Use language that implies a process of development. Words like "yet" are important here, as they signal that current performance is not a final state.
• Focus on Actionable Steps: Connect the feedback to specific resources, strategies, and actions the employee can take to improve. Praise the effort and the process, not just the outcome.

When to Use This Model

Use this approach during one-on-ones, project debriefs, and any time you need to correct a mistake or address a skill gap. It is effective for junior employees or team members learning new roles, as it builds their confidence and encourages persistence. This model turns negative conversations into positive, forward-looking coaching sessions.

To better understand this method, you can get more details on how to give constructive feedback to employees.

Examples of Growth Mindset Feedback

Here are two manager feedback examples using the growth mindset approach:

Constructive Feedback Example:

• Acknowledge the Gap: "Your presentation skills are not where they need to be yet."
• Frame as a Journey: "With dedicated coaching and practice, you will get there."
• Focus on Actionable Steps: "Let's find a public speaking workshop for you and set up practice sessions before the next all-hands meeting."

Positive Feedback Example:

• Acknowledge the Effort: "I saw how much work you put into learning the new analytics software for this report."
• Frame as a Journey: "You've made great progress in a short amount of time."
• Focus on the Process: "The strategy you used to break down the data was effective. Let's look at how we can apply that same approach to the Q4 projections."

4. The 'SBI + What Success Looks Like' Variation

This model enhances the standard SBI framework by adding a forward-looking element. After you deliver feedback using the Situation-Behavior-Impact model, you explicitly define what improved performance or behavior looks like. This variation bridges the gap between identifying an issue and creating a clear, actionable path toward a solution.

By adding a vision for success, you move the conversation from corrective to developmental. It transforms feedback from an observation into a collaborative tool for growth, giving the employee a tangible goal to work toward. This approach is effective for building skills and clarifying expectations.

How 'SBI + Success' Works

You structure your feedback into four parts:

• Situation: First, you define the context. State when and where the behavior occurred to ground the conversation in a specific moment.
• Behavior: Next, you describe the specific, observable actions the employee took. Focus only on what you saw or heard, avoiding assumptions.
• Impact: Then, you explain the consequences of that behavior on the team, project, or business.
• What Success Looks Like: Finally, you clearly articulate the desired future behavior or outcome. This provides a positive, concrete target for the employee to aim for.

When to Use This Model

Use this model when your primary goal is skill development or course correction on a specific, recurring behavior. It is ideal for performance improvement plans, coaching sessions, and one-on-one meetings where you want to address a past event and proactively shape future performance. It is one of the most useful manager feedback examples for turning a difficult conversation into a productive one.

This method helps employees who struggle to understand what is expected of them, giving them a clear and measurable definition of "good."

Examples of 'SBI + Success' Feedback

Here are two manager feedback examples using this enhanced framework:

Constructive Feedback Example:

• Situation: "In this morning's project sync..."
• Behavior: "...you provided updates without mentioning the roadblocks you were facing."
• Impact: "...which meant the team was not aware we were falling behind schedule until the final report was due."
• What Success Looks Like: "Going forward, success means proactively highlighting any potential risks or blockers in your updates, even if you do not have a solution yet. A simple 'Here is my progress, and here is a risk I've identified' would be perfect."

Positive Feedback Example:

• Situation: "During the Q3 planning session last week..."
• Behavior: "...you brought data-backed suggestions for the new marketing campaign."
• Impact: "...which helped us make a more informed decision and build a stronger strategy."
• What Success Looks Like: "This is the level of preparation we need. Keep bringing that data-driven approach to every strategic meeting. That is the standard for success in your role."

5. Feedback Sandwich (Traditional Model)

The Feedback Sandwich is a classic technique that structures a difficult conversation by layering constructive criticism between two pieces of positive feedback. It aims to soften the blow of negative comments, making the recipient more receptive. Some modern management theories criticize it for diluting the core message, but it remains a widely known method.

This approach is often used by new managers or when delivering feedback to less confident employees. The goal is to preserve the employee's morale and self-esteem while addressing a necessary area for improvement. Its effectiveness depends on genuine delivery and clear, actionable criticism.

How the Feedback Sandwich Works

You deliver feedback in a three-part sequence:

• Positive Opener: Begin by offering a sincere and specific piece of positive feedback about the employee's work or behavior.
• Constructive Core: Clearly and directly deliver the constructive feedback or criticism. This is the main point of the conversation.
• Positive Closer: End the conversation with another genuine piece of positive feedback or encouragement, often linking back to their overall strengths or potential.

When to Use This Model

The Feedback Sandwich is best reserved for specific situations, such as giving feedback to a sensitive or junior employee who might be discouraged by direct criticism. It is also useful for minor corrections that do not require a formal, heavy conversation. Avoid using it repeatedly with the same person, as they may learn to anticipate criticism whenever they hear praise.

For managers looking for alternative ways to structure conversations, exploring other management feedback techniques can provide more options.

Examples of Feedback Sandwich Feedback

Here are two manager feedback examples using the Feedback Sandwich model:

Constructive Feedback Example:

• Positive Opener: "Your research for the quarterly report was excellent, and the data you pulled was thorough."
• Constructive Core: "I noticed the final recommendations in the summary were unclear and difficult for the stakeholders to follow."
• Positive Closer: "You are developing strong analytical skills. With a bit more focus on structuring your conclusions, your reports will be top-notch."

Positive Feedback Example:

• Positive Opener: "The customer service you provided on the Miller account was outstanding. They specifically praised your patience and helpfulness."
• Constructive Core: "As we work on consistency, I saw that three of those interactions were not documented in our CRM system as required."
• Positive Closer: "You are gifted at building strong customer relationships, which is a huge asset to our team."

6. Real-Time Micro-Feedback Model

The Real-Time Micro-Feedback model is a contemporary approach emphasizing frequent, immediate, and brief feedback. This method moves away from formal, scheduled reviews and toward continuous, in-the-moment coaching. It involves catching employees doing things right or wrong and providing quick, actionable feedback.

This model builds a culture of open communication and continuous improvement. It prevents small issues from becoming large problems and ensures that positive contributions are recognized instantly, which increases morale and engagement. Its effectiveness is supported by Gallup research on employee engagement and practices at modern companies.

How Micro-Feedback Works

This model breaks feedback down into small, digestible pieces delivered as events happen. The key is immediacy and specificity.

• Observe a specific action: Notice a single, distinct behavior, either positive or needing adjustment.
• Deliver feedback immediately: Share your observation within minutes or hours, not days or weeks. This connects the feedback directly to the event.
• Keep it brief and focused: The conversation should last less than a minute. State the observation and its effect clearly.

When to Use This Model

Use this model daily to make feedback a normal part of your workflow. It is ideal for reinforcing desired behaviors, correcting minor errors before they become habits, and maintaining momentum in fast-paced environments. By providing a steady stream of micro-feedback, you eliminate surprises during formal performance reviews because employees always know where they stand.

For a deeper look into this method, you can learn more about how Gallup uses this approach.

Examples of Micro-Feedback

Here are two manager feedback examples using the micro-feedback model:

Constructive Feedback Example:

• Observation: An employee sends a report to a client without a key data section.
• Feedback: "I noticed you submitted that report without the analysis section. Let's add it before sending the final version to the client."
• Impact: The correction happens instantly, preventing a client issue and reinforcing the importance of quality checks.

Positive Feedback Example:

• Observation: An employee skillfully handles a difficult customer interaction.
• Feedback: "I saw how you handled that difficult customer. Your calm and patient approach was what the situation needed."
• Impact: The employee feels seen and valued, and the specific behavior is reinforced for future situations.

7. Coaching-Based Feedback with Inquiry Approach

Coaching-based feedback shifts the manager’s role from a director to a facilitator. Instead of telling an employee what to do, you use strategic, open-ended questions to guide them toward their own conclusions. This inquiry-led approach fosters self-awareness, critical thinking, and ownership of their professional development.

This method, promoted by organizations like the International Coach Federation, builds employee autonomy and problem-solving skills. It transforms feedback from a one-way directive into a collaborative dialogue, which increases employee buy-in and commitment to change.

How Coaching-Based Feedback Works

You engage the employee in a structured conversation using thoughtful questions. The goal is to help them analyze a situation, understand its effect, and create their own solutions.

• Observe and Ask: Start by stating a neutral observation, then ask an open-ended question to invite their perspective.
• Listen Actively: Pay close attention to their response. Aim to listen more than you talk, creating space for them to process their thoughts.
• Guide to Insight: Use follow-up questions to help them connect their behavior to outcomes and explore alternative actions.

When to Use This Model

Use this approach during one-on-ones and career development conversations to empower your team members. It is effective for high-potential employees who can find their own solutions with a little guidance. It is less suitable for urgent situations or corrective actions where direct instruction is necessary.

This technique is a core part of modern leadership. You can improve your effectiveness by exploring core coaching skills for managers.

Examples of Coaching-Based Feedback

Here are two manager feedback examples using an inquiry-based approach:

Constructive Feedback Example:

• Observation: "I noticed in the project update meeting that the client's questions about the new timeline seemed to catch us off guard."
• Opening Question: "How do you think we could have prepared differently for that part of the conversation?"
• Follow-Up Question: "What steps can you take to anticipate potential client concerns before our next check-in?"

Positive Feedback Example:

• Observation: "The final report you submitted for the Q3 analytics project was exceptionally detailed."
• Opening Question: "What was your process for gathering and organizing that data so effectively?"
• Follow-Up Question: "How could we apply that same process to other team projects to get similar results?"

8. The 'Observation + Impact + Support' Model (For Development Feedback)

The 'Observation + Impact + Support' model is a specialized feedback framework for developmental conversations. It moves beyond simple correction by framing a skill gap as a growth opportunity and immediately pairing it with tangible resources. This approach turns feedback into a collaborative plan for career advancement.

This model is effective because it shows the employee you are invested in their long-term success, not just their short-term performance. It builds trust and motivation by connecting today's effort with tomorrow's career goals.

How It Works

You structure the conversation into three parts:

• Observation: Start by sharing a specific, neutral observation about a skill or behavior that needs development. Base this on concrete examples, not generalizations.
• Impact: Explain the effect of this skill gap. Connect it directly to their career aspirations, team goals, or potential for future roles. This clarifies why improvement is important.
• Support: Conclude by proactively offering concrete support. This could include training, coaching, mentoring, or new project assignments. The key is to present a solution, not a problem.

When to Use This Model

Use this model during one-on-ones, career planning discussions, or any time you identify a developmental need that aligns with an employee's ambitions. It is ideal for high-potential employees you want to prepare for the next level. It transforms constructive feedback from a critique into a partnership for growth.

By making the career relevance explicit and offering immediate, genuine investment, you create an incentive for improvement. This model is a core part of building a strong coaching culture.

Examples of 'Observation + Impact + Support' Feedback

Here are two manager feedback examples using this developmental framework:

Constructive Feedback Example (Technical Skills):

• Observation: "I notice your current Excel skills limit your ability to analyze campaign data independently."
• Impact: "This is a critical skill for the Senior Marketing Analyst role you are targeting, as it requires building your own performance dashboards."
• Support: "Let's enroll you in an advanced Excel course this quarter. I will also assign you two smaller data projects so you can apply what you learn right away."

Constructive Feedback Example (Soft Skills):

• Observation: "I've observed that in large meetings, you sometimes hesitate to present your findings, which means your great insights are not always heard."
• Impact: "Gaining confidence in public speaking is essential for a team lead position, where you'll need to present to stakeholders."
• Support: "I've allocated a budget for a public speaking coach. We can also create opportunities for you to lead sections of our internal team meetings to practice."

8-Model Manager Feedback Comparison

Build a Stronger Feedback Habit

You now have a toolkit filled with manager feedback examples and strategic frameworks. Moving from reading about feedback to delivering it effectively requires practice. The purpose of these conversations is not to criticize. It is to clarify expectations, reinforce positive behaviors, and guide professional growth.

The examples provided throughout this guide, from addressing missed deadlines to celebrating wins, all share a common foundation. They are specific, objective, and forward-looking. Mastering this skill transforms your role from a supervisor to a coach and advocate for your team's success.

Key Takeaways for Effective Feedback

Reflect on the models we covered, such as the Situation-Behavior-Impact (SBI) framework and coaching-based inquiry. The most effective managers do not rely on a single script. Instead, they adapt their approach to fit the individual, the context, and the desired outcome.

Remember these critical principles:

• Specificity is essential. Vague feedback like "good job" or "be more proactive" fails to provide actionable guidance. Pinpoint the exact action and its result.
• Focus on behavior, not personality. Frame your feedback around observable actions. This approach makes the conversation less personal and more productive.
• Link feedback to effect. Help your direct reports understand how their actions affect the team, the project, or the company's goals. This connection provides motivation.
• Consistency builds trust. Regular, timely feedback, both positive and developmental, creates a culture of open communication. It prevents small issues from becoming large problems.

The quality of your manager feedback examples will improve as you gain more experience. Each conversation is an opportunity to refine your delivery and strengthen your professional relationships.

Your Action Plan for Better Feedback

Knowledge without action is useless. Put these concepts into practice immediately to build momentum and develop your skills. A structured plan helps you turn intention into a consistent habit.

Follow these steps to get started:

1. Choose Your Framework: Select one or two models from this article that align with your natural communication style. The SBI model is an excellent starting point for its clarity and structure.
2. Start with Positive Reinforcement: Begin by practicing with positive feedback. Acknowledge a team member's specific contribution in a one-on-one meeting using your chosen framework. This builds your confidence in a low-stakes environment.
3. Prepare for Developmental Conversations: Before your next difficult conversation, write down your talking points. Use the templates provided here to structure your thoughts around the situation, behavior, and effect.
4. Schedule Regular Check-ins: Do not wait for annual performance reviews. Use weekly or bi-weekly one-on-ones to create a continuous feedback loop, making these discussions a normal part of your work rhythm.

By preparing for these conversations, you reduce your own anxiety and improve the clarity and effect of your message. Your investment in providing high-quality feedback directly contributes to higher team performance, increased employee engagement, and a healthier workplace culture. Your team will not only meet expectations; they will exceed them.

Stop staring at a blank page before your next one-on-one. PeakPerf provides structured templates and AI-powered suggestions based on proven frameworks like SBI to help you draft clear, impactful feedback in minutes. Build your feedback habit with PeakPerf and lead your team with confidence.