Give a colleague feedback they can act on
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Learning hub · LeadersLeaders · People leadership · Guide · 6 min to use
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Give a Colleague Feedback They Can Act On
Feedback is easier to use when it describes behaviour, its effect and the needed change. Keep a routine performance conversation separate from formal safeguarding or misconduct processes.
When to use it
Use this when a colleague's recurring action is affecting delivery or team relationships.
Put It into Practice
- Choose a private, appropriate time and describe a specific observed behaviour, avoiding labels or claims about intent; invite their account of what happened.
- Explain the practical effect and agree on one observable change within their role, checking whether unclear expectations or missing resources contributed.
- Record the agreed action and review date proportionately, then follow up on the behaviour; use the organization's formal process when the concern requires it.
What It Can Look Like
A leader explains that late attendance updates delay family calls, and the colleague agrees to send the verified list at an agreed time after each session.
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Take it with you: A useful conversation combines clarity and listening, with follow-through that respects confidentiality and the seriousness of the issue.