How to give constructive feedback: 21 examples for work

Giving constructive feedback in the workplace can be challenging. Whether you're offering input to a team member or navigating a tricky conversation with your manager, many people tense up at just the thought of it.

But research shows that employees aren’t resisting the idea of getting better—it’s the experience of receiving feedback that often misses the mark. According to Gallup, only one in four employees strongly agree that the feedback they receive from colleagues is truly valuable.

That doesn’t mean constructive feedback isn’t worth giving. It means there’s a real opportunity to do it better. Gallup also found that employees who receive meaningful feedback several times a week are five times more likely to feel engaged and connected to their work.

When constructive feedback is clear, thoughtful, and rooted in respect, it creates stronger relationships between coworkers and deepens trust among team members. And when you learn how to give that kind of feedback, it opens the door to career growth—building your reputation as someone who communicates well, leads with empathy, and helps others succeed.

What is constructive feedback? 

Constructive feedback is a type of feedback that focuses on performance improvement. When someone gives constructive feedback, they highlight a specific behavior or outcome that needs to change and offer actionable suggestions to support growth.

The goal of giving constructive feedback is to be supportive, not critical. When delivered with care, this type of feedback builds trust, strengthens communication, and improves team dynamics. 

While positive feedback plays a key role in reinforcing what’s working, constructive feedback provides clear direction when an improvement is needed. One example of constructive feedback would be saying something like: “I noticed you’ve missed a few deadlines this month. Let’s talk about what’s getting in the way and how I can support you in staying on track.” It’s direct, specific, and focused on finding a solution. 

Constructive feedback examples about communication skills 

Clear communication is a key part of working well with others. Use these constructive communication feedback examples to address common challenges like interrupting, lack of participation, or difficulty connecting with customers.

A coworker who speaks over others and interrupts in team meetings.

"You share some great ideas in meetings. I'd love to hear them and also make time to hear others’ ideas as well. Perhaps we can allow each person to share one and build off each other. If we don't get to them all, people can send a follow-up on those that were not shared. How does that sound?”

A team member who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings, you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

A coworker or direct report who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

A coworker who has trouble building rapport in customer and prospect meetings.

“You bring a lot of clarity and confidence to client meetings, which helps establish our expertise quickly. In recent conversations, I’ve noticed we sometimes dive straight into the presentation, and that can make it harder to build rapport early on. Taking a few minutes to ask about their work or what’s top of mind for them can create a stronger connection and set a more collaborative tone. Would you be open to trying that in our next call? I think it can help us build more lasting relationships and trust with our clients.”

Constructive feedback examples about time management 

When someone struggles to manage their time, it can affect the whole team. These constructive feedback examples can help you bring up issues like tardiness, missed deadlines, or uneven workload distribution.

A team member who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

A coworker who always delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A peer who gives only negative feedback and rarely offers praise

“I really appreciate how thoughtful you are when reviewing work. I also think it could help team morale if we balance constructive notes with some recognition, too. Positive feedback goes a long way in reinforcing what’s working and creating a stronger team culture.”

Constructive feedback examples for your peers and coworkers 

Giving feedback to a peer can feel tricky, but it’s an important part of building trust and accountability. These examples will show you how to give constructive feedback to your coworkers with respect and understanding. 

A coworker who doesn’t hold to their commitments on team projects.

“I noticed you’re still working on a deliverable that was due last Friday. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your plate.”  

A coworker who likes to gatekeep or protect their work, which hurts productivity and teamwork.

“Our teams have been working together on this cross-functional project for a couple of months. Yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

A colleague who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed a couple of moments where team members shared ideas that didn’t seem to gain traction. I wanted to share this because I know how important it is for everyone to feel comfortable contributing. Do you think there’s room for us to explore some of these ideas together? I believe it could help show that we’re team players and encourage more collaboration on this project.”  

Constructive employee feedback examples for your direct reports 

If you manage others in the workplace, giving thoughtful feedback is part of helping them succeed. Use these employee feedback examples to support your direct reports through performance challenges, burnout, or missed expectations.

A direct report who is stressed about performance but is at risk of burning out.

“I know we have performance reviews coming up, and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic. That said, it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

A direct report who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

A direct report with a consistently negative attitude.

“I’ve noticed that some of your recent comments in meetings have come off as frustrated or dismissive. I know you care about doing great work, and I want to make sure you feel supported. Is there something getting in the way, or anything we should talk through? Let's resolve any challenges you are experiencing so we can move forward.”

A direct report who seems disengaged or unmotivated.

“I’ve noticed you’ve been quieter in meetings lately and not as engaged in team projects. I know you care about your work, so I wanted to check in. Is there something you’re feeling stuck on? Let’s talk about how I can help you feel more supported and motivated.”

Constructive feedback examples to give your manager 

It’s not always easy to give feedback to your manager. But if something is affecting your workload, morale, or work-life balance, it’s important to speak up for yourself. The key is to be respectful, clear, and focused on how to make things work better for everyone. 

These examples of constructive feedback for your boss can help you express your needs and set healthy boundaries.

A manager who expects the team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

A manager who gives unclear or inconsistent direction.

“I’ve noticed that priorities for this project have shifted a few times, and it’s been a little challenging to know what to focus on. Could we set aside a few minutes to align on what success looks like and what needs to be done first? That would help me stay on track and be more effective.”

A manager who doesn’t acknowledge contributions or successes.

“I wanted to check in about the recent launch—I was really proud of how it went, and I know a few teammates put in extra hours to make it happen. I think it would mean a lot to the team to hear that their work is being seen. Would you be open to sharing a quick acknowledgment and recognizing their efforts at our next team meeting?”

Constructive feedback examples to give leadership

When issues affect the broader team, it can take courage to give feedback to leadership. These examples offer language for giving upward feedback in a way that’s thoughtful, respectful, and focused on improvement.

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they’re struggling to collaborate and work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling with remote employee engagement.

“In my last skip-levels with your team, I heard some feedback about team members feeling disconnected. It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging, damaging employee morale. 

“You’re clearly invested in your team’s success, and that level of involvement shows how much you care. I noticed in the latest pulse survey that some team members are feeling a bit micromanaged, and that may be impacting their sense of ownership and motivation. In our next one-on-one, can we look at a few projects that could be great opportunities to delegate more fully? I think this can empower your team to grow and help you focus more on high-level strategy.” 

Constructive feedback helps your team thrive  

The way we give feedback shapes how we work together. Thoughtful, constructive feedback builds trust, strengthens relationships, and creates space for growth—both for the people around you and for yourself.

If you want to get better at giving and receiving feedback, a BetterUp Coach can help you build those skills with confidence. With the right tools, you can become the kind of teammate, manager, or leader people trust.