During a recent facilitated discussion, an employee shared her frustration about the lack of timely and clear feedback in her workplace. She described being surprised during her annual performance review when concerns she had never heard about were brought up. “If I had known earlier,” she said, “I could have fixed the problem.”
This story highlights a common workplace issue: feedback is either delayed, unclear, or too vague to drive meaningful improvement. Effective feedback, however, can foster trust, growth, and collaboration. By adopting modern approaches to feedback, we can ensure that employees not only understand what they’re doing well but also how to grow and improve.
1. The “Start-Stop-Continue” Method
This simple framework provides actionable feedback in three parts:
- Start: What new actions or behaviors should the person adopt?
- Stop: What behaviors are unproductive or need to be avoided?
- Continue: What is working well and should be maintained?
Example:
“You’ve been excellent at meeting deadlines and ensuring the team stays on track (continue). One area to work on is giving clearer instructions when delegating tasks (stop). Next time, try breaking projects into smaller steps to help the team better understand their roles (start).”
Why it works: This approach is clear and actionable, focusing equally on strengths and areas for improvement.
Popularized by Kim Scott, this method emphasizes directness paired with genuine care. The goal is to challenge the individual constructively while showing concern for their personal and professional growth.
Example:
“I really appreciate the creative ideas you brought to the last project—they were innovative and added a lot of value. I did notice, though, that a few team members didn’t get a chance to share their thoughts. Let’s work on creating space for everyone in the discussion because your leadership has the potential to bring out the best in the entire team.”
Why it works: Radical Candor builds trust by balancing honesty with empathy, making feedback feel supportive rather than critical.
Check out Kim Scott’s Ted Talk HERE
3. Feedforward
This future-focused method, developed by Marshall Goldsmith, shifts the emphasis from past mistakes to actionable suggestions for the future. It reduces defensiveness and inspires growth.
Example:
“For your next presentation, try incorporating visuals and more storytelling to make the data more relatable. I think it will help your audience stay engaged and connect with your message.”
Why it works: Feedforward creates a positive, growth-oriented mindset by concentrating on possibilities rather than problems.
4. The CLEAR Method (a blended approach)
This structured approach ensures feedback is specific, actionable, and linked to a positive outcome.
- Context: Set the stage for the feedback.
- Label: Name the behavior being addressed.
- Evidence: Provide specific examples.
- Action: Suggest a way forward.
- Result: Explain the positive impact of change.
The CLEAR feedback model—Context, Label, Evidence, Action, and Result—doesn’t have a single origin, but rather draws from several established frameworks in coaching and leadership development. It combines elements from the SBI Model (Situation-Behavior-Impact), which focuses on describing specific behaviors and their impact, and the GROW Model, which guides individuals to take actionable steps toward improvement. By synthesizing these proven approaches, CLEAR provides a structured, solution-focused method for giving feedback that promotes growth and positive change. This blend of best practices makes it an effective tool for leaders looking to offer feedback that is both constructive and actionable.
Example:
“During last week’s meeting (context), I noticed you stepped in before others finished speaking (label). For instance, when Sarah was explaining her idea, you started offering your thoughts before she was done (evidence). In the future, let’s focus on listening fully before responding (action). This will create a more inclusive and respectful discussion environment (result).”
Why it works: CLEAR provides a roadmap for improvement while demonstrating the value of change and fostering a Feedback-Friendly Culture.
Feedback isn’t just a tool for performance management—it’s a cornerstone of a strong workplace culture. To make feedback meaningful and effective, consider these tips:
- Provide feedback in real-time whenever possible, so it feels relevant and actionable.
- Focus on behaviors, not personality traits, to keep feedback constructive.
- Encourage two-way feedback, where leaders are open to receiving input from their teams.
- Celebrate improvements to reinforce the value of feedback and encourage continued growth.
By adopting these modern feedback methods, you can create a workplace where communication is open, trust is strong, and improvement is a shared goal. When feedback is authentic, timely, and actionable, everyone benefits.
By: Elizabeth Hill, Associate Director, University of Colorado Boulder Ombuds Office, Co-Editor of Ombuzz