We know that feedback from our line manager matters.
In their 2026 State of the Global Workplace report, Gallup found that employees who receive daily feedback from their manager are three times more likely to be engaged than those who receive feedback once a year or less.
And sadly, almost 50% of those asked said they received feedback from their manager a few times or less in the past year. While 26% strongly agreed that the feedback they received helps them to do their work better.
The important point is that feedback needs to be meaningful and balanced to have the right kind of impact. When delivered well, feedback can be motivating, give us a clear sense of direction, and help us learn and grow.
Three things that can help you to have good feedback conversations are:
- Think about the key things you want to say. If you’re someone who is likely to get off track, note them down.
- Ask questions and listen. Find out the other person’s perspective of things. Ask them what help they need from you.
- Whether you’re feeding back on something negative or positive, be specific and back up with one or two examples. Using a framework such as the SBI Model can be helpful.
Listen to season one, episode one of my podcast, Manage with Confidence, to find out:
- The psychology behind why we avoid giving feedback
- Why some people react badly to feedback
- Two helpful frameworks to help you have better feedback conversations
- Who is responsible for what in the conversation
Listen to this episode on:
Post author: Dr Hayley Lewis. First published on the HALO Psychology website 25 May 2026
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