How to Give Effective Feedback at Work (Starting with Just One Phrase)

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An Example of how to give effective feedback at work

Have you ever asked yourself the question, “How to Give Effective Feedback at Work?” Most people shy away from feedback. Maybe you’ve been on the receiving end and it felt like one criticism after another. Instead of feeling recognized for what you do well, you walked away unappreciated—maybe even a little disengaged. Or perhaps the feedback was vague and unhelpful, leaving you uncertain about what to keep doing or change.

Experiences like these turn feedback into something negative—something to avoid.

And what about when you’re the one giving feedback? That can be just as uncomfortable. You may feel anxious about what to say, too pressed for time to prepare, or worried about being seen as the “bad guy.” Since so many of your own feedback experiences have been discouraging, it can feel easier to avoid the tension altogether and just stop giving feedback.

But what if there were a simple, repeatable formula for feedback—one that made your message clear, specific, kind, and genuinely useful? A formula that not only made it easier for you to give feedback, but also made it easier for the person getting your feedback—an approach that allows you to develop a culture of feedback that is actually effective and impactful for everyone involved.

Good news: there is. And it starts with just two magic phrases:

“I noticed that…”
“The impact is…”

This approach works for both praise and constructive feedback — making your message harder to misinterpret and easier to act on. And this approach can actually help people appreciate getting the feedback.

Sounds too good to be true? Read on…

1️⃣ Start with “I noticed that…”

This phrase turns feedback into an observation, not an accusation. It shows you’re paying attention and sets a neutral tone. This allows the person receiving the feedback to feel at ease, and open to a conversation.

Examples:

● Reinforcing feedback (a person knows what you value and what you want them to specifically keep doing): “I noticed two emails from Donna where she gave detailed updates on her project’s progress and roadblocks.”

● Redirecting feedback (a person knows what you value, the impact of their work and what to specifically change): “I noticed that for the past month Craig’s online status is always set to ‘working.’”

If you can’t point to something specific, you might not be ready to give feedback yet.

2️⃣ Follow Up with “The impact is…”

This phrase connects actions to real consequences, helping the person understand why it matters.

Examples:

● Reinforcing: “The impact is that I always know where Donna’s projects stand, so I can make better decisions.” (Notice the specifics of this feedback and why it matters.)

● Redirecting: “The impact is that people don’t know when Craig is available for important questions, which slows down work.” (Notice the specifics of this feedback and why it matters.)

NOTE: If the impact isn’t meaningful to a person’s role, skip it — feedback should be relevant and actionable.

3️⃣ Choose the Right Time and Place

● Redirecting feedback → Give it privately.

● Reinforcing feedback → Public praise can be great, but still follow up privately to check in.
And when in doubt, ask permission before diving in: “Can I share some feedback with you?”

4️⃣ Listen as Much as You Speak

Your feedback isn’t a final declaration. Feedback isn’t a mic drop moment — it’s the start of a conversation. After sharing, let the other person respond. They might give context you didn’t know, suggest solutions, or highlight where they need support.

A woman demonstrating how to give feedback at work

🌟 Why This Works

This simple feedback framework is powerful because it’s:

● Specific (no vague “you’re doing great” or “you need to do better”)

● Balanced (works for praise and course correction)

● Easy to remember (just two short phrases!)

💡 Bottom line

The next time you need to give feedback at work, skip the awkward buildup. Just start with “I noticed that…”, follow with “The impact is…”, and watch your feedback become clearer, kinder, and more effective.

Want to improve your feedback approach? Learn more about giving effective feedback and coaching potential with [1] The 4 Roles of Essential Leadership. FranklinCovey Academy offers mindsets, skillsets, and toolsets for advancing your leadership and career skills. Learn more about skills that will help you succeed at FranklinCovey courses.