Five mistakes leaders still make when giving feedback and how to avoid them

Feedback has been consolidated as a strategic tool for the development of professionals and teams.In highly competitive environments, it guides behaviors, aligns expectations and drives career evolution. According to Gallup research, 80% of employees who receive regular evaluations report greater engagement, reinforcing their crucial role in organizational performance.

For Pablo Funchal, CEO of Fluxus Corporate Education, specialized in leadership development, many managers still make simple mistakes that compromise the effectiveness of this process. “Dar feedback is not just pointing out problems; it is guiding, engaging and generating learning. When done correctly, it directly impacts the motivation, retention and results of the” team, he explains.

The following is a list of the five most common mistakes and how to avoid them:

1. Bring personal judgment instead of facts

Error: Expressing opinions or labels like “you are disorganized”.
Como evitar: Draw on concrete evidence, describing observable behaviors and specific situations.

2. Do not point out a clear path

Error: Give feedback without suggesting improvements.
Como evitar: Offer practical guidance, examples and possible next steps for the employee to evolve.

3. Missing the right moment

Error: Give return long after the event, when the context has changed.
Como evitar: Make this type of conversation a continuous and timely practice, taking advantage of the moment when the behavior is still fresh.

4. Outsourcing or depersonalizing the conversation
Error: Ask someone else to convey guidance or speak impersonally.
Como evitar: The leader should conduct the conversation directly, clearly, personally and responsibly.

5. Not creating the proper environment

Error: Give feedback in public or without prior notice.
Como evitar: Prepare the space in person or virtual IO and inform whenever it is a moment of return, ensuring privacy and attention.

Pablo reinforces that building a feedback culture is essential to transform team performance and generate lasting results.“Performance conversations are motivating, improve processes and strengthen the relationship between leaders and employees. Ignoring this practice is wasting human and financial potential within the company”, he concludes.