Best Ways To Share Feedback Digitally

5 Feedback Models That Actually Work (Because the Sandwich Method Never Did) Are you still using the old sandwich model for providing feedback? The sandwich model is criticism wrapped in between praise. It misses the mark.  Everyone knows it. They see it coming. Besides, criticism hurts. It makes people defensive. True feedback is clear and honest. It should help people grow, not just soften the blow. Here are 5 ways to give better feedback: - Be direct about what needs improvement. - Focus on actions, not personal traits. - Use specific examples to illustrate your point.  - Encourage questions to clarify understanding.  - Offer support for improvement. Try these 5 much effective models to give clear feedback: The SBI Model:  → Situation: Describe what happened.  → Behavior: Focus on actions, not thoughts.  → Impact: Share the effect on the team or project. The Start-Stop-Continue Model:  → Start: Suggest new actions to take.  → Stop: Identify what’s not working.  → Continue: Praise what is going well. The Radical Candor Framework:  → Care Personally: Show empathy.  → Challenge Directly: Be honest and clear. The Feedforward Model:  → Focus on the future.  → Ask how to improve next time. The CLEAR Model:  → Clarify: Define the issue.  → Listen: Hear their side.  → Explore: Find solutions together.  → Agree: Set next steps.  → Review: Follow up to check progress. Choose your feedback wisely. It shapes your team's success and growth. Be the leader who inspires action through clear feedback.

Ever received feedback that felt like a slap in the face? 7 tips to make sure your team never feels that way. Feedback can either build you up—or tear you down. Which one have you experienced? I’ve been on both sides. A moment I’ll never forget: Let's call her Sally. A month into her new role, she received an email from a senior leader three levels above her. Except it wasn’t feedback—it was an exhaustive list of everything she’d done wrong after one customer meeting. Several people were copied on the email—including me. I wasn’t even the target, but I felt uneasy just reading it. It felt more like an attack than feedback. It was brutal—like a wrecking ball to her confidence. And this one email impacted Sally for over a year. I realized then that feedback should never leave someone feeling this way. It should empower, not dismantle. That email taught me exactly what NOT to do when giving feedback. Because feedback can be right and kind—not cruel. It should lift people up, not tear them down. In over a decade of leading teams, I’ve learned this: The way you deliver feedback can shape careers—or break them. 7 Tips for Delivering Feedback That Inspires: 1️⃣ Give it in private. No audience is needed, in person or virtually. Privacy is a safe space for real growth. 2️⃣ Start with curiosity. Ask questions. Understand their perspective before offering feedback. 3️⃣ Focus on actions, not the person. Address specific behaviors and their impact. Not their character. 4️⃣ Acknowledge individuality. Avoid comparisons. Everyone has their own journey. 5️⃣ Be specific. Offer clear, actionable feedback. Provide real examples. 6️⃣ Listen fully. Let them share their thoughts. Don't interrupt. 7️⃣ Encourage, then move forward. Don’t hold it against them. Discuss steps to improve, then focus on the future. Great feedback builds trust, respect, and confidence. It’s the key to inspiring growth. If this resonates, share it with your network to help others give kind feedback. And hit 'Follow' for more actionable insights on leadership.

Giving tough feedback isn’t a confrontation. It’s an opportunity. Delivering feedback that helps someone grow can feel awkward. You might worry about being too harsh—or not being clear enough. But the truth? It’s one of the most valuable gifts you can give. Because: You’re showing you care about their growth. You’re helping them see what they can’t. You’re investing in their potential. Here’s how to make tough feedback a tool for growth: 1/ Be Specific Vague feedback doesn’t help. Focus on the exact actions or behaviors they need to improve. 2/ Be Timely Don’t wait until it’s too late. Share feedback when the issue is still fresh and relevant. 3/ Start with the Positive Recognize their strengths. People are more open to growth when they feel valued. 4/ Offer Solutions Don’t just point out what’s wrong. Suggest actionable steps to help them improve. 5/ Listen Actively Feedback is a two-way conversation. Give them space to share their perspective and concerns. 6/ Be Empathetic Address the action, not the person. Show understanding and care in your approach. 7/ Focus on the Issue, Not the Person Avoid personal attacks. Make it clear you’re critiquing behavior, not character. 8/ Use “I” Statements Take ownership of your perspective. “I noticed…” works better than “You always…” 9/ Keep It Private No one grows from public embarrassment. Feedback works best in a safe, confidential space. 10/ Provide Context Help them understand why this feedback matters. Tie it to their goals, the team’s success, or the bigger picture. 11/ End Encouragingly Reinforce their potential. Let them know you believe in their ability to grow. 12/ Focus on Long-Term Growth Frame the feedback as an investment in their future. Show them how it helps them reach their full potential. Tough feedback isn’t criticism—it’s care. It’s not about tearing down—it’s about building up. Choosing to give thoughtful feedback shows you’re invested in their success. And choosing to accept it is how they grow. What’s the hardest feedback you’ve ever had to give—or receive? ♻️ Share this to help others lead better. And follow Pandit Dasa for more.

Your experience isn’t the truth. That’s the hardest—and most important—thing to remember when giving critical feedback. If you lead with judgmental language, the person on the receiving end is more likely to tune out than take it in. Telling someone that their behavior was: → Unprofessional → Inappropriate → Irresponsible → Disrespectful → Dismissive → Abrasive Or any other language that conflates judgment with facts… Is sure to shut the other person down, make them defensive, or put them in a shameful state instead of a learning one. So, how do you give feedback in a way that people can actually hear? It comes down to a simple three-part framework called SBI: 1️⃣ Situation Name the time and place. For example: “Yesterday in our team meeting.” This gives context without interpretation. 2️⃣ Behavior Describe the behavior factually, as it happened. Say: “When you raised your hand and said the quarterly goals are unachievable.” Not: “When you interrupted me to inappropriately call out the goals.” Stick to what can be reported. 3️⃣ Impact Share your experience or concern without layering judgment. For example: “I’m concerned that reaction could cost you credibility with the team.” Or, “I found myself frustrated that you chose that moment to make that remark.” These statements can’t be argued. They’re your perspective. The key? Avoid turning your experience into “truth.” Name the behavior. Describe the impact. Then open the door for a conversation. That’s how feedback becomes something people can actually use.

Delivering feedback shouldn't be a struggle... But it often is. Most leaders skip one key thing - clarity. To give feedback that actually works, you need a plan: 1. Interrogate Reality. Describe what you’ve observed, factually. No assumptions, just specific actions. 72% of employees want weekly feedback. 2. Explain the Impact. Connect the behavior to its impact on others. Make sure they see the effect of their actions. Feedback focused on actions boosts engagement 89%. 3. Engage in Dialogue. Encourage open discussion and active listening. Ask questions, then pause - let them respond. 60% of employees value feedback with active listening. 4. Confront Issues, Not Individuals. Focus on actions, not personal traits. Address constructively to keep things productive. Empathy keeps feedback centered on growth. 5. Set Next Steps and Accountability. Define actions, timelines, and responsibilities. This ensures alignment and commitment. Regular, clear follow-ups reinforce accountability. Stay calm, embrace silence, and build trust. Safe spaces lead to proactive problem-solving. It's not just what you say; it’s how you guide growth. Follow Jonathan Raynor. Reshare to help others.