5 Examples of Employee Feedback for Managers

Managers ensure that everybody works at the top of their game. This requires a lot of discipline and dedication. Companies can’t operate without managers, so they have to do their best as well. This means using communication to bring out their good qualities. The process is impossible without giving them good feedback.

Some managers choose a confrontational path when talking to their subordinates. This approach is counterproductive and can damage employee abilities. Instead, they focus on giving positive feedback even if the circumstances tell otherwise. There are several examples they can use in different scenarios.

1. Encouraging New Employees

Source: uschamber.com

Starting a new job can be scary for employees. They don’t know how to get started on the project they just got or feel that their skillset is underdeveloped. A manager’s job is to get them into the workflow as fast as possible. Visit here for more information.

Fresh hires should feel comfortable in their new positions. There are several things managers can tell to show the new employee’s value to the team:

  • I know that you had to process a lot of information in a short amount of time. Despite this, you managed to show extreme interest in learning new things. Your positive energy inspired many of your colleagues to try harder. Keep your enthusiasm up; the team will appreciate it.
  • You just got here and already brought new ideas to the table. I appreciate your courage and approach that helped us see things from a new perspective. I’m very glad to have you with us.

This sort of talk will make employees more proactive and feel like part of the team. They are going to feel valued, more likely to come forward with new ideas, and stay loyal to the company. Remember, those first impressions are as important for you as they are for them.

2. Acknowledging Good Work

With time, managers get used to how employees handle their tasks. Many of them think that complementing workers for a well-done job becomes unnecessary. Keeping up the positive feedback makes the difference between involved and detached employees. When people know their importance, they stay loyal. There are several things that can encourage them:

  • You did a wonderful job presenting the numbers for this fiscal quarter. We learned information that could have been overlooked. It helped top management realize the main direction to take the company. We can’t wait to see the kind of work you show.
  • We appreciate the fact that you took the time to fix an unexpected situation. Your dedication and tenacity helped avoid a major crisis. We couldn’t be happier about having such an irreplaceable member on our team.

Keep in mind that regularly complimenting employees will go a long way. It doesn’t mean that you have to give positive feedback every time employees do their job. Managers have to use this strategy only when it concerns major achievements.

3. Celebrating Milestones

Source: forbes.com

Companies often go through many game-changing events. They can range from signing up for a huge contract to releasing a beta version of an app. It’s the manager’s job to celebrate these accomplishments and congratulate their employees. This is a perfect opportunity to tell how much they played a role in achieving this result. Next time this happens, say something like:

  • Your work was instrumental in finishing this project in record time. You weren’t discouraged by the close deadline or issues that arose along the way. During the development process, you showed to be an irreplaceable part of the team.
  • You’ve outdone yourself this quarter. The goals were ambitious, but you stuck to them and saw them through to the letter. Managers wish they had employees like you working for them. I hope that you continue to push yourself in the future. Keep up the good work!

This is a perfect way to keep employees motivated and interested, especially after they had to work very hard in a short timeframe. Yet, managers can also celebrate someone’s personal achievements, not just company-wide milestones.

4. Congratulating Progress

People are flawed, and nobody is safe from making mistakes. Managers have to put employee motivation on the right path. Employees often get negative feedback on their work and feel down afterward. Treat them right once employees learn from past mistakes. You can use several ways of encouraging them:

  • Your newest report is some of the best work you’ve achieved. You took extra effort to listen to the feedback I gave last time. You’ve shown that you’re capable of applying feedback in a healthy and constructive way.
  • You took the time to look at the issue from another angle. You had little experience with this kind of work and took the feedback well. In the end, you created a better solution that surprised everybody.

This way, employees know that their mistakes can be fixed. It helps them grow professionally and improve their skills. Following the route of negative criticism will only make things worse. Employees will feel that they’re unfit for the position and should quit.

5. Helping With Burnout

Source: ochsner.org

Working on long-term and demanding projects can lead to burnout. Managers should look for its signs and provide support for those affected. If the situation isn’t fixed, employees can start coming in late or miss work completely. Instead of criticizing, put yourself in their shoes and offer help. They’re good workers and need some time off. When this happens, tell them:

  • I’ve noticed that you look fatigued. You did so well recently and demonstrated such progress. Tell me if you want to take time off or plan a vacation. You look like you really need some time for yourself.
  • Don’t be shy if you need some time off.

A well-rested employee is a good employee. If someone doesn’t approach managers for time off or vacations for a long time, talk to them first. People can get sucked into a workaholic routine and need help to deal with it.


These are some of the situations managers can find themselves in. Reward new employees, show good results, and make subordinates feel instrumental in achieving milestones. Don’t forget about those suffering from burnout. They will appreciate your attention and become better workers along the way.