Feedback Techniques and Models to Boost Team Performance

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.

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.

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

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.

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

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.

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

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.

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

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.

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.

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.