JPLK articles

Constructive feedback is a powerful tool for nurturing talent and driving improvement. When delivered thoughtfully, it fosters a culture of continuous learning and development.


In the dynamic landscape of professional development, effective communication stands as the cornerstone of success. Among the myriad forms of communication in the workplace, 1-2-1 meetings play a pivotal role in fostering growth, aligning objectives, and nurturing talent. At the heart of these interactions lies feedback – a powerful tool for improvement and advancement. In this article, we delve into the art of giving feedback and explore ways to elevate your 1-2-1 meetings for maximum effectiveness.


Understanding the Power of Feedback:

Feedback is more than just a performance review; it's a constructive dialogue aimed at enhancing skills, fostering growth, and achieving goals. When delivered effectively, feedback can inspire motivation, boost morale, and drive productivity. However, giving feedback is an art that requires finesse, empathy, and clarity.


The principles of effective feedback

1. Establish trust and respect

Before serving feedback, it's crucial to establish a foundation of trust and respect with the recipient. Build rapport through open communication, active listening, and demonstrating empathy. When individuals feel valued and respected, they are more likely to be receptive to feedback, even if it's constructive criticism.

2. Choose the right time and place

Timing is everything when it comes to delivering feedback. Choose a suitable time and place where both parties can engage in a focused conversation without distractions. Avoid delivering feedback in public or high-pressure situations, as this can lead to defensiveness and undermine the effectiveness of the message.

3. Be specific and objective

Effective feedback is specific, objective, and based on observable behaviours or outcomes. Avoid making generalised statements or judgments about an individual's character. Instead, focus on providing concrete examples to illustrate the behaviour or performance you're addressing. This specificity helps the recipient understand the impact of their actions and provides a clear roadmap for improvement.

4. Focus on Growth and Solutions:

Feedback should be viewed as a tool for growth and development, rather than a punitive measure. Instead of dwelling solely on mistakes or shortcomings, focus on solutions and actionable steps for improvement. Collaborate with the recipient to identify strategies and resources that can support their development goals.

 5. Encourage Two-Way Communication:

Feedback should be a dialogue, not a monologue. Encourage the recipient to share their perspective, ask questions, and provide input on the feedback received. Active participation fosters mutual understanding, strengthens relationships, and promotes a culture of open communication within teams and organisations.

 6. Follow Up and Offer Support:

After delivering feedback, follow up with the recipient to check on their progress and offer ongoing support. Celebrate achievements, acknowledge growth, and provide additional guidance or resources as needed. Continuous feedback and support demonstrate your commitment to the individual's success and reinforce a culture of accountability and improvement.


Serving feedback in the right way is a skill that can transform relationships, drive performance, and elevate organisational success. By establishing trust, being specific and objective, focusing on growth and solutions, and fostering open communication, you can deliver constructive criticism effectively and empower individuals to reach their full potential. Remember, feedback is not just about pointing out flaws—it's about guiding individuals towards excellence and fostering a culture of continuous learning and improvement.



Don't just take our word for it, see the reviews from JPLK clients.