Feedback is one of the most powerful tools for growth—whether in the classroom, the workplace, or any collaborative environment. However, not all feedback is created equal. Giving awesome feedback means delivering input that truly helps someone improve, not just offering praise or pointing out flaws. Let’s break down the key principles of giving great feedback, inspired by the illustration above.

Let’s explore…

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1. Balanced vs. One-Sided

A common mistake in giving feedback is leaning too heavily on either positive or negative remarks. Balance is essential.

Good feedback acknowledges strengths and areas for improvement. If it’s too positive, it can seem insincere or unhelpful. If it’s too negative, it can feel discouraging.

Example:

• Balanced: «The images in your presentation helped me understand your points better. However, there were several typos, so make sure you take time to proofread.»
• One-sided: «Your presentation was so awesome! I loved everything about it!» (This doesn’t help the presenter grow.)

Always mix encouragement with constructive suggestions.

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2. Helpful vs. Hurtful

Feedback should build skills, not tear people down. Even when pointing out mistakes, the goal is to support development, not to cause embarrassment or hurt feelings.

Example:

• Helpful: «Your third paragraph felt confusing; it was well written but I’m not sure it proved your point.»
• Hurtful: «Your third paragraph made no sense.»

Focus on the issue, not making the person feel bad.

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3. Descriptive vs. Judgmental

Judgmental feedback attacks the person («You’re bad at X»). Descriptive feedback focuses on the work itself («This part of the work could be clearer»).

Example:

• Descriptive: «The way you answered the questions made it obvious that you really understood the content.»
• Judgmental: «You’re really good at answering questions.»

Center your feedback on specific behaviors or outputs, not on labeling someone’s abilities or character.

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4. Actionable vs. Intangible

Feedback should include suggestions that are realistic and practical. Vague or impossible advice won’t help someone make actual improvements.

Example:

• Actionable: «It seemed you were struggling with answering questions. Try to think of what people might ask and practice your responses ahead of time.»
• Intangible: «You should take a course of public speaking.» (This may not be feasible.)

Offer steps the person can take immediately within their reality and context.

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5. Specific vs. Vague

Specific feedback highlights exactly what stood out and why it mattered. Vague feedback is too general to act upon.

Example:

• Specific: «I liked how you made eye contact when talking about dog breeds. It made me feel engaged and excited about your topic.»
• Vague: «I liked the part about dog breeds.»

Be as detailed as possible. Ask yourself: What, exactly, was good or needs work?

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Why awesome feedback matters

Giving awesome feedback builds:

• Trust between people
• Skills and confidence in the recipient
• Stronger teams and better outcomes

Ultimately, feedback isn’t just about evaluating someone—it’s about investing in their growth. It’s a gift that, when delivered thoughtfully, can change careers, strengthen relationships, and push projects from good to great.

Next time you’re offering feedback, keep these principles in mind:
Be balanced, be kind, be specific, and be practical.

You’ll not only help others grow—you’ll become a more respected, impactful communicator.