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13 min read

Feedback Techniques and Models to Boost Team Performance

Global HR

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Author

Lorelei Trisca

Published

September 04, 2024

Last Update

December 09, 2024

Table of Contents

Common feedback models explained

Key feedback techniques to try in your workplace

Practical tips for implementing feedback models in your organization

Implement and automate employee feedback with Deel Engage

Key takeaways
  1. Giving feedback without structure risks it being ineffective and potentially harmful.
  2. Structured feedback models like SBI or DESC force you to get specific, making your feedback useful and actionable.
  3. Mixing up your feedback techniques can prevent your feedback from becoming predictable and ineffective.

Giving feedback spontaneously isn’t a great idea. You risk being misunderstood, demotivating your team, or simply wasting everyone’s time. That’s where structured feedback models come in—they provide a clear, effective way to communicate praise and constructive criticism.

Discover powerful feedback techniques and models to enhance appraisals, drive growth, and create a culture of improvement in your workplace. Whether you’re guiding someone through a tough challenge or celebrating a job well done, these techniques help your feedback hit the mark and drive real improvement.

You’ll also find examples that provide practical applications of each feedback model, illustrating how to use them effectively in various workplace scenarios.

Common feedback models explained

Feedback models provide structured approaches for delivering feedback in the workplace, ensuring that feedback is clear, constructive, and actionable. Below are some of the most common feedback models and practical examples for each.

The SBI feedback model (Situation-Behavior-Impact)

The SBI model focuses on specific situations, behaviors, and their impacts. You start by describing the situation, then outline the observed behavior, and finally explain its impact.

Examples

“During yesterday’s team meeting (situation), you interrupted your colleague twice (behavior). This made them hesitant to share further ideas (impact).”

“In yesterday’s brainstorming session (situation), you shared a new strategy that could save the project time and resources (behavior). This greatly helped the team move forward with more confidence (impact).”

This model helps provide clear, actionable feedback without making assumptions about intentions. It’s particularly useful for addressing both positive and negative behaviors in a non-judgmental way.

The BOOST feedback model

BOOST stands for balanced, observed, objective, specific, and timely. This model emphasizes providing well-rounded feedback promptly after observing behavior.

Using this model, you begin by offering a balanced perspective. This means acknowledging the positive aspects of an employee’s performance and the areas needing improvement. The goal is to provide a holistic view that motivates the employees rather than discourages them.

Next, you focus on observed behaviors rather than assumptions–which is essential to keep things fair and grounded.

You keep your feedback objective and fact-based, avoiding personal opinions. Then, you provide specific examples to illustrate your points. If you’re vague in describing issues, it won’t inspire confidence.

Lastly, deliver feedback in a timely manner so it’s fresh in their minds and something they can act on immediately.

Examples

“Your work on the recent project was impressive, particularly in how you managed the client communication (balanced). I noticed you were very detailed in your updates (observed). However, the final report lacked some key metrics (objective). Specifically, the ROI section could have included more data (specific). Let’s address this immediately to ensure we cover all necessary points in future reports (timely).”

“You handled the customer complaint well by remaining calm and solution-focused (balanced). I observed that you quickly de-escalated the situation (observed). However, the follow-up email missed a few important details (objective). Adding a summary of the conversation could improve clarity (specific). Let’s review your emails after such calls to ensure all bases are covered (timely).”

The DESC feedback model

The DESC feedback model—describe, express, specify, and consequences—is a useful tool for navigating challenging behaviors or conflicts in the workplace. This model is designed to structure feedback in a way that is clear, direct, and solution-focused, making it particularly effective when addressing sensitive issues.

  1. Describe: Begin by describing the situation objectively, focusing on observable facts rather than interpretations or assumptions. This sets a neutral tone and ensures that the discussion is grounded in reality
  2. Express: Next, express your feelings or concerns about the behavior. This step personalizes the feedback and helps the recipient understand the impact of their actions on others or the team
  3. Specify: Then, specify the changes you want to see. Being clear about the desired outcome helps the recipient know exactly what is expected of them moving forward
  4. Consequences: Finally, outline the consequences of both changing and not changing the behavior. This could involve the positive outcomes of improvement or the potential negative impact if the behavior continues
Examples

“During our last meeting (describe), I felt concerned when you dismissed the team’s suggestions without discussion (express). I would like to see more open dialogue and consideration of everyone’s input (specify). If this continues, it may discourage team members from sharing their ideas in the future (consequences).”

“When you missed the project deadline last week (describe), it affected the entire team’s schedule (express). Going forward, please communicate any potential delays well in advance (specify). Continued delays could result in more missed deadlines and increased stress for the team (consequences).”

The EEC feedback model

EEC stands for example, effect, and change. This straightforward model is easy to remember and apply in various situations.

Using this model, you would begin by providing a specific example of the behavior you want to address.

Next, explain the effect this behavior has on you, the team, or the organization. Lastly, suggest a change or improvement, offering a clear path forward to a better way of doing things.

Examples

“Last Friday, you didn’t complete the client report on time (example). This delayed the overall project and caused frustration for the client (effect). In the future, please manage your time more effectively to ensure deadlines are met (change).”

“During your presentation on Monday, you clearly outlined the project goals (example). This helped the team understand their roles better and improved project alignment (effect). Continue to provide such clarity in future presentations (change).”

The AID model (Action-Impact-Development)

The AID model focuses on actions, their impacts, and opportunities for development.

  1. Start by describing the specific action you’ve observed that needs dealing with
  2. Then, explain the impact of this action on individuals, the team, or the organization, highlighting its significance
  3. Finally, discuss potential areas for development or improvement, offering suggestions for future growth
Examples

“You took charge during the team meeting and guided the discussion to stay on track (action). This ensured we covered all agenda items on time (impact). Going forward, continue to refine your leadership skills to enhance meeting efficiency (development).”

“You resolved the customer issue quickly by providing a clear solution (action). This resulted in positive feedback from the customer (impact). To further improve, consider developing your skills in handling more complex customer queries (development).”

The Pendleton feedback model

The Pendleton model emphasizes self-reflection and collaborative problem-solving. It was initially designed by Dr. David Pendleton in a 1984 book about medical teaching and has since been utilized in various environments and industries.

The four-step process goes like this:

  1. The learner reflects on what went well and what could be improved
  2. The observer provides their perspective, agreeing and disagreeing with the learner
  3. The learner summarizes the main feedback points
  4. An agreement is reached on an action plan to improve based on the feedback

The Pendleton model is a two-way, collaborative approach. It encourages active participation from the feedback recipient and promotes a positive, growth-oriented mindset.

Examples

The learner reflects: “I felt that my communication was clear during the project.” The observer responds: “Yes, your communication was clear, but I noticed some areas where more frequent updates could have helped the team.” The learner summarizes: “I’ll work on providing more regular updates in the future.” Action plan: “Let’s agree to set up a weekly check-in to ensure everyone stays informed.”

The learner reflects: “I think my time management during the project was adequate.” The observer responds: “You met deadlines, but there were some last-minute changes that could have been avoided with earlier planning.” The learner summarizes: “I’ll improve my planning process to avoid last-minute rushes.” Action plan: “Let’s create a timeline for tasks at the beginning of the next project.”

The COIN feedback model

COIN stands for context, observation, impact, and next steps. This model provides a neat framework for delivering feedback and being specific about what happens afterward.

  1. Start by establishing the context to ensure both parties are aligned on the situation
  2. Then, share your observations of specific behaviors or actions that need addressing
  3. Then, explain the impact of these behaviors on individuals, the team, or the organization
  4. Finally, discuss the next steps or potential improvements that are needed in light of these
Examples

“In our client meeting last week (context), I noticed you provided detailed responses to the client’s queries (observation). This built trust and strengthened our client relationship (impact). Moving forward, let’s document these responses and share them with the team for consistency (next steps).”

“During the project kickoff (context), you delegated tasks effectively (observation). This ensured that everyone understood their responsibilities (impact). Let’s continue this practice by holding weekly briefings to track progress (next steps).”

The GROW model

GROW is an acronym for goal, reality, options, and will. It’s a versatile framework primarily used in coaching but also highly effective for delivering feedback focusing on development in any context.

  1. With this model, you’ll begin by establishing the goal or desired outcome, ensuring both parties are clear on what success looks like.
  2. Next, assess the current reality to understand the starting point and any challenges
  3. Then, explore various options or strategies for improvement, discussing potential paths forward
  4. Finally, determine the will or commitment to take action, ensuring that there is a clear plan and motivation to move ahead

This model effectively frames feedback within the broader context of personal or professional growth.

Examples

“Our goal is to improve client satisfaction scores (goal). Currently, we’re facing challenges with response times (reality). One option could be implementing a dedicated client service team (options). Are you willing to lead this initiative? (will).”

“We want to enhance team collaboration (goal). Right now, there are some communication gaps (reality). We could try a new project management tool to facilitate better collaboration (options). Would you be willing to explore this further? (will).”

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Key feedback techniques to try in your workplace

When feedback is delivered thoughtfully, it not only addresses areas for improvement but also reinforces positive behaviors. This is true for both upward and downward feedback.

Whether you’re looking to encourage a team member who’s excelling or to guide someone through a challenge, applying the right feedback techniques can make all the difference in creating a supportive and high-performing work environment.

Here are some key techniques you can start using today to make feedback a more positive and impactful part of your workplace culture.

The sandwich technique

The sandwich technique involves layering positive feedback around constructive criticism. It’s called the “sandwich” technique because, like a sandwich, it has a structure that starts and ends with something positive (the bread) while placing the more challenging or critical feedback (the filling) in the middle.

Here’s how it works:

  1. You begin by offering genuine praise, highlighting what the person did well—this sets a positive tone and makes the recipient more receptive to the feedback that follows
  2. Next, you introduce constructive criticism, focusing on specific areas where improvement is needed—by placing this in the middle, it’s cushioned by positive remarks, making it easier for the recipient to accept without feeling overly criticized
  3. Finally, you close with another positive comment, reinforcing their strengths and encouraging continued good performance

Example: “Your presentation was well-organized. To improve, try speaking more slowly. Your conclusion was particularly strong and memorable.”

Pros:

  • This technique softens the impact of negative feedback
  • It maintains employee morale
  • It encourages receptiveness to criticism

Cons:

  • This technique may dilute the importance of the criticism
  • It can feel formulaic if overused
  • It might confuse the main message

To use this technique effectively, ensure your positive comments are genuine and specific. Keep the critique clear and actionable.

The STAR/AR technique

The STAR feedback model is suitable for feedback and is also sometimes used in interview questions for self-evaluation. It’s used where a candidate explains how they dealt with something and what impact they caused.

STAR stands for:

  • Situation: Describe the specific situation or context in which they demonstrated the desired skill or behavior
  • Task: Explain their responsibility or role in that situation. What were they trying to accomplish?
  • Action: Describe the actions they took to address the situation and complete the task—focus on their specific contributions
  • Result: Share the outcome of their actions—What happened? What did they accomplish? What did they learn?

Using the STAR technique helps team members provide complete, compelling examples that look at the situation fully. It keeps feedback focused and prevents rambling.

It also gives the opportunity for an alternative response (AR). This is where they describe an alternative approach they could have taken or what they would do differently if faced with a similar situation in the future. This demonstrates their ability to learn and grow from experiences.

Pros:

  • This technique ensures feedback is highly specific and structured
  • It focuses on behaviors, not personality
  • It provides clear guidance for improvement

Cons:

  • Using this technique can be time-consuming
  • It may not suit all feedback scenarios

This technique works well for performance reviews or addressing specific incidents. It helps employees understand what they did and how to improve.

360-degree feedback

360-degree feedback gathers input from multiple sources, including peers, subordinates, and supervisors. This comprehensive approach provides a well-rounded view of an employee’s performance.

Pros:

  • 360 feedback collects diverse perspectives on an employee’s skill and performance
  • It can reduce bias in feedback
  • Identifies strengths and weaknesses more accurately

Cons:

  • It can be complex to implement
  • It may cause anxiety or defensiveness
  • It requires careful interpretation of results

Follow these implementation tips for the best results:

  1. Ensure participants understand the process and its goals
  2. Provide clear guidelines on giving constructive feedback
  3. Follow up on the feedback and support employees in creating development plans based on the insights gained

Complimentary resources

Consult our guide to implementing a 360-degree performance appraisal to see how you can roll this out in your one-to-ones.

Select the most relevant 360 feedback questions to get the most useful answers from your participants.

Real-time continuous feedback

Real-time continuous feedback is a dynamic approach to performance management. It involves providing immediate input to employees about their work, behaviors, and achievements. This method replaces traditional annual reviews with ongoing conversations.

Continuous feedback models foster open communication between managers and employees. They create opportunities for regular check-ins and discussions about performance.

Some of the benefits of real-time feedback include:

  • Improved employee engagement
  • Faster skill development
  • Increased productivity
  • Better alignment with company goals

Real-time feedback allows you to address issues promptly. By providing timely input, you can prevent small problems from escalating. This approach also helps reinforce positive behaviors immediately.

Tip

If you’d like to do this more efficiently, consider implementing a continuous performance management system.

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Practical tips for implementing feedback models in your organization

Implementing effective feedback models in your organization is essential for fostering a culture of continuous improvement and growth.

To make the most of your feedback processes, consider the following practical tips:

  1. Start by training your managers on effective feedback techniques—this step lays the foundation for a strong feedback culture
  2. Create a schedule for regular feedback sessions—consistency is key to making feedback a natural part of your organization’s routine
  3. Prepare thoroughly before each feedback session—gather specific examples and data to support your points to ensure your feedback is concrete and actionable
  4. Use a mix of formal and informal feedback channels—while structured reviews are important, don’t overlook the value of immediate, on-the-spot feedback
  5. Practice active listening during feedback conversations and give the recipient ample opportunity to respond and share their perspective
  6. Be specific and objective when delivering feedback—focus on behaviors and outcomes rather than personal characteristics
  7. Always balance constructive criticism with positive reinforcement—highlight strengths and successes alongside areas for improvement
  8. Set clear, measurable goals together with the feedback recipient to give direction and purpose to the feedback process
  9. Follow up regularly on agreed-upon action items to demonstrate commitment and track progress over time
  10. Consider implementing a robust feedback system that includes peer-to-peer and upward feedback—such a system enables a more comprehensive picture of performance
  11. Encourage a growth mindset within your organization by framing feedback as an opportunity for development rather than criticism

Remember, giving feedback is a skill that improves with practice. Based on your results and employees’ responses, you’ll want to continuously refine your approach.

Customer success story

Deel Engage customer reev faced challenges managing multiple HR tools to streamline their feedback and employee development processes.

Integrating Deel Engage, they successfully consolidated four separate HR tools into a single, cohesive platform, significantly improving their feedback process and overall HR efficiency. Reev benefited from:

With Deel Engage, we can clearly outline career paths and roles aligned with our values, streamline feedback processes, and encourage personal growth.

Christina Bacher,

Team Lead, People and Organization, reev

Implement and automate employee feedback with Deel Engage

Deel Engage simplifies feedback processes, offering a modern, innovative platform that enables HR teams to merge performance, learning, and development.

With Deel Engage’s feedback module, you can:

  • Collect insights from multiple feedback sources
  • Automate feedback collection and analysis
  • Customize feedback forms and surveys—link company values, competencies, or goals to add more context to feedback
  • Generate real-time reports and analytics

Integrate regular feedback sessions with clear development goals and learning to encourage employees to view feedback as a constructive and essential part of their professional journey. With this shift in perspective, you will build a culture where continuous improvement is valued and supported at all levels.

As a bonus, Deel HR, our comprehensive global HRIS solution, is included at no extra cost.

Explore the platform’s features and see how it can transform your feedback processes. Book a Deel Engage demo today.

Feedback is a key driver of our company’s growth. Thanks to Deel Engage, feedback is now central to every employee’s experience.

Valeria Rosati,

HR Operations Lead, Taktile

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About the author

Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.

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