Are you giving feedback in a psychologically safe way?

Ever felt that knot of anxiety when receiving feedback from your manager? Or maybe you've hesitated to give someone feedback, unsure how it will land? You're not alone. Effective communication at work is key, and that includes giving feedback in a way that builds people up, not breaks them down.

Being mindful of feedback preferences builds psychological safety—an environment where people feel comfortable taking risks, sharing ideas, and receiving feedback without fear. When people feel psychologically safe at work, they're more engaged, motivated, and ultimately, perform better.

Here are 5 simple yet powerful tips to give feedback in a psychologically safe way:

👍 Make sure it’s consensual: Not everyone is always ready for feedback. Ask "Are you open to feedback?" first. If someone's going through a tough time, simple encouragement might be best ("Well done, keep going"); feedback can wait until they’re in a better place.

👥 Make it private: Unless agreed upon beforehand, deliver feedback in private. Public feedback can harm psychological safety and lead to misunderstandings among team members unaware of the context.

🎯 Be specific & objective: For example, “There’s room to be more detailed in your client communication to ensure expectations are managed effectively” would be more useful than “you need to be better at client communication”.

💬 Encourage open dialogue: Feedback shouldn't be a monologue. Invite their perspective with questions like: “I’ve shared my observations, I would love to hear from your perspective. What were the challenges you encountered?

👋 Follow up: Revisit the conversation to ensure that feedback is being acted upon and provides an opportunity for additional clarification or guidance.

By implementing these tips the next time you give feedback to someone, you can contribute to a more supportive and psychologically safe environment for yourself and your colleagues.

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