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How to Use Feedback Types Effectively

Matching the type to the situation is key.

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

Example in action:
Consider a team member who missed a project deadline.

If you give corrective feedback, you help them address what went wrong.
If you give developmental feedback, you talk about how they can manage timelines better in future roles.
If you give coaching feedback, you guide them on prioritization strategies.

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

Example in action:
Consider a team member who missed a project deadline.

If you give corrective feedback, you help them address what went wrong.

If you give developmental feedback, you talk about how they can manage timelines better in future roles.

If you give coaching feedback, you guide them on prioritization strategies.

The choice depends on what outcome you want—fix, learn, or grow.

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

How to Use Feedback Types Effectively

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

When to use each type:

Praise → Celebrate achievements, boost confidence, reinforce positive behavior.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Corrective → When mistakes or risks must be addressed quickly to avoid repetition.

Developmental → For career growth discussions, long-term planning, and future skill-building.

Example in action:Consider a team member who missed a project deadline.

If you give corrective feedback, you help them address what went wrong.

If you give developmental feedback, you talk about how they can manage timelines better in future roles.

If you give coaching feedback, you guide them on prioritization strategies.

The choice depends on what outcome you want—fix, learn, or grow.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Coaching → When someone is learning or experimenting, and needs guidance rather than judgment.

Evaluation → During check-ins, performance reviews, or goal-tracking moments.

Example in action:
Consider a team member who missed a project deadline.