How to Give Feedback That Actually Lands — Especially in a Hybrid, Burnt-Out Workplace
Let’s be honest — giving feedback is one of those things that sounds simple… until you’re in the moment, unsure how to say what you really mean without coming off too harsh, too vague, or just… off.
In today’s world of hybrid meetings, Zoom fatigue, and rising burnout, the stakes are even higher. Employees are navigating more than just their workload — they’re juggling emotional and mental bandwidth like never before.
And yet, feedback is still one of the most powerful tools we have to build trust, improve performance, and shape culture — when it’s done right.
The problem? Most feedback is either too vague, too late, or too passive.
Here’s what we’re still hearing:
“You just need to step it up.”
“I feel like you’re not fully engaged.”
“Try to be more proactive next time.”
None of that tells someone what happened, what to do differently, or why it matters.
When feedback is unclear, it doesn’t land — it lingers. And when it lingers, it breeds resentment, confusion, and disengagement.
So how do we fix it?
The New Rules of Feedback
Real feedback builds people up. Bad feedback breaks trust.
Here’s how to deliver feedback that actually drives clarity, confidence, and change — even in today’s high-stress, remote-first world.
1. Be Clear, Not Vague
Don’t dance around the point. Say what you mean — kindly, but clearly.
Try this:
“I noticed the client report was missing key metrics we aligned on. Can we walk through what was missed so we’re aligned for next time?”
Avoid this:
“That report didn’t really hit the mark.”
Why it works:
Specificity turns confusion into action. When people know exactly what went wrong — and how to fix it — they’re more likely to improve.
2. Make It a Two-Way Conversation
Feedback isn’t a download. It’s a dialogue.
Ask:
“How did that land for you?”
“Was there something unclear in the brief?”
“How are you feeling about your progress lately?”
Why it works:
Opening up the conversation builds psychological safety. It shows you're not here to “correct,” you’re here to collaborate.
3. Read the Room — and the Bandwidth
Timing, tone, and empathy matter more than ever.
Someone might be in a slump, behind on sleep, or mentally checked out. That doesn’t mean they don’t care — it means they’re human.
Before jumping in, consider:
“Is now the best time for this conversation?”
“Does this person need direction — or just support?”
Why it works:
Feedback given at the wrong time feels like criticism. Feedback given with care feels like coaching.
✨ Bonus Tips for Feedback That Sticks
Use the SBI Framework:
Situation – Behavior – Impact
“In yesterday’s meeting (Situation), you interrupted twice during Emma’s update (Behavior), which seemed to derail her point (Impact).”
It’s neutral, factual, and invites discussion — not defensiveness.
Follow up in writing
Especially in hybrid or remote settings, reinforce your key points with a quick Slack or email recap. It removes guesswork and gives your employee something to refer back to.
Praise in public, coach in private
Positive feedback boosts confidence and morale — share it widely.
But if there’s room for improvement, always create a private, safe space to explore it.
Stop treating feedback like a performance review
Feedback should be frequent, informal, and normalized. If the only time someone hears how they’re doing is during their annual review, you’re already too late.
Final Thought: The Point of Feedback Isn’t to Judge — It’s to Grow
When done well, feedback builds relationships, strengthens performance, and shapes culture.
But the magic is in how it’s delivered — with clarity, care, and context.
So the next time you sit down to give feedback, ask yourself:
“Am I being clear, kind, and helpful — or just checking a box?”
🎥 Want to see this in action?
We created a 5-minute microlearning video breaking this down with real examples and frameworks. It’s quick, practical, and built for busy people who want to lead better.