How to Give Feedback That Builds Confidence and Improves Performance

You know that feeling right before a feedback conversation?

Your stomach tightens. You rehearse the words in your head. You wonder:

“Will this help… or hurt?” 

Even confident leaders can feel nervous about giving feedback, not because they’re unsure about the message, but because they care.

And that care? That’s what makes you a great leader.

But here’s the truth: feedback doesn’t have to feel like confrontation.

When done well, feedback becomes one of the most powerful tools for building trust, growing performance, and helping people feel seen.

Why Feedback Matters More Than Ever (Backed by Research):

In 2025, as hybrid workplaces, AI disruption, and burnout shape the leadership landscape, effective feedback is no longer a “nice to have.” It’s essential.

Gallup and Workhuman find that employees who strongly agree they receive valuable feedback from the people they work with are five times as likely to be engaged, 57% less likely to be burned out, and 48% less likely to be looking or watching for another job.

And yet?

Most leaders are never taught how to give feedback that motivates instead of deflates.

At Leadwell & Succeed, we believe performance and wellbeing go hand in hand. And that starts with the right kind of conversation. 

The Common Feedback Pitfalls (And Why They Hurt Trust):

Here’s what we see often and maybe you’ve experienced this too:

• Feedback that’s vague (“just do better next time”)

• Timing that’s off (“we’ll raise this in your review”)

• Delivery that feels abrupt or personal

• Or no feedback at all (and people fill in the silence with self-doubt)

When feedback feels like a judgment instead of a conversation, performance suffers. People retreat. Confidence drops. And trust erodes, even in high-functioning teams.

A Better Way: Feedback That Builds Performance and Confidence

So what does great feedback look like?

It’s not about scripts or corporate jargon. It’s about clarity, care, and courage. Here’s a simple framework I teach inside our leadership programs:

1. Context First

Start with shared clarity, when, where, and what happened. Don’t assume the other person knows what you’re referring to.

“In yesterday’s team meeting, when the budget update was raised…”

2. Observation, Not Judgement

Describe what you saw or experienced. Stay factual and non-emotional.

“I noticed there were several interruptions when Sarah tried to present.”

3. Impact

Explain why it matters, for the team, the project, or the culture.

“This made it harder for her to explain the changes and impacted how the group responded.”

4. Curiosity, Not Assumption

 Invite dialogue. Ask what was happening for them, and be open to their view.

“What was coming up for you in that moment?”

5. Next Steps

Offer support or a path forward, feedback should always feel actionable, not just corrective.

“Let’s plan how we can make space for everyone’s contribution next time.”

The Missing Ingredient: Feedback and Wellbeing

The best feedback doesn’t just improve performance.

It supports wellbeing.

It says: “I see you. I care. I want you to grow.”

In a time where many leaders and team members are navigating stress, uncertainty, and change, feedback becomes a powerful signal of psychological safety.

When people feel supported and challenged, they don’t burn out, they build resilience.

Final Reflections:

If feedback feels uncomfortable, it’s not because you’re doing it wrong, it’s because you care.

But what if that care could be structured into a repeatable, human-centred process?

At Leadwell & Succeed, we work with emerging and aspiring leaders to build confident communication habits that support performance and wellbeing.

Because performance isn’t about pressure. It’s about clarity, connection, and trust.

Want support with feedback and performance conversations in your team?

Book a mentoring program to develop your feedback skills with guidance and support.

Link to our Mentoring Program