giving constructive feedback on presentations

Effective Presentation Feedback: Examples, Importance, and Tips

• By Judhajit Sen
• August 7, 2024

Learning how to give a good presentation isn’t a talent; it’s a skill that requires time and presentation practice. The same goes for giving feedback. If you’re a manager or leader, your feedback can significantly improve a speaker’s performance and boost their confidence.

Continuous improvement starts with consistent feedback. Providing feedback, positive or otherwise, is crucial for ongoing growth. Everyone is on a journey of personal and professional development, and asking presentation feedback questions is a key part of that process.

Many people find public speaking and presenting intimidating, but feedback can help them get better. It highlights areas for improvement and reinforces strengths. Without feedback, growth is slow, and bad habits can become ingrained.

Feedback targets key aspects of performance, helping individuals focus on specific skills in an organized manner. It drives personal and professional growth by providing clear guidance and structure. Continuous feedback ensures that improvement is ongoing, making the learning process more effective.

Key Takeaways

• Feedback Drives Improvement: Providing consistent feedback helps speakers refine their skills, boost confidence, and address both strengths and weaknesses.
• Engage Your Audience: Collect feedback through presentation feedback sheets and forms or direct interaction to gauge engagement and improve future presentations.
• Balance Positive and Negative Feedback: Use specific PowerPoint presentation feedback examples to highlight what went well and offer practical advice for areas needing improvement.
• Receive Feedback Openly: Listen carefully, avoid taking feedback personally, and reflect on it to make meaningful changes in your presentation skills.

Importance of Presentation Feedback

Evaluation for a presentation is essential for several reasons. Firstly, it serves as a gauge for audience engagement . While we might think our presentations are perfect, there’s always room for improvement. Feedback, whether positive or negative, helps us grow. If you complete a presentation and receive no feedback, it might not be a sign of perfection but rather an indication that the audience was disengaged. Without their attention, they can’t provide feedback.

To avoid this, make it easier for your audience to engage and provide feedback on a presentation example. Consider using feedback forms to collect responses. These tools allow your audience to share their thoughts conveniently. Additionally, direct interaction can be beneficial. If there’s an opportunity to chat with attendees after the presentation, don’t hesitate to ask for their feedback. Most people are willing to help.

Secondly, feedback directly contributes to improving your public speaking skills. When people provide feedback, they often comment on your delivery or slides. You might hear things like, “You command attention well,” or “Your slides could be more visually appealing.” Candid criticism, such as, “Your facial expressions were distracting,” is also valuable. 

It’s crucial to actively seek, receive, and act on this feedback. By addressing the comments and suggestions, you can enhance both your presentation skills and the quality of your slides. Continuous improvement through feedback leads to better presentations and a more engaged audience.

Presentation Feedback Examples

Positive Feedback

Positive feedback in presentations highlights the strengths of the speaker and their effective delivery. It should:

Acknowledge Strengths: Point out what the speaker did well.

Provide Specific Examples: Mention moments that exceeded expectations.

Having good things to say about a presentation is about recognizing the speaker’s efforts beyond basic expectations. Instead of generic praise like “Good job!” specify how:

– The presentation flowed logically, enhancing audience understanding.

– Detailed research strengthened the presentation’s credibility.

– Inclusion of relevant slides demonstrated audience awareness.

– Engaging icebreakers established authority and captured attention.

– Complex topics were simplified for better audience comprehension.

– Real-life examples made the topic relatable and significant.

– Visual aids effectively supported key points, maintaining audience focus.

– Interactive elements encouraged audience engagement and clarity.

– Professional yet passionate delivery sustained audience interest.

– Conclusion effectively summarized key points while encouraging further exploration.

– Attention to detail in slides and delivery enhanced overall impact.

– Confident body language underscored authority and engagement.

– Additional resources provided enriched learning opportunities for all audience members.

Recognizing these specific strengths helps speakers refine their skills and deliver even stronger presentations in the future.

Constructive Feedback

Constructive feedback focuses on areas that need help while offering guidance on how to address those issues in future presentations. The goal is to build up the speaker, not tear them down, by highlighting specific weaknesses and providing practical advice.

When giving candid feedback, it’s important to focus on the presentation, not the presenter. If you notice a recurring problem, provide a few examples instead of pointing out every instance. Asking the speaker about their thought process before critiquing their slides or speech can help identify knowledge gaps.

Here are some examples of constructive feedback for a presentation:

Engage the Audience: Start with a thought-provoking question or an interesting statistic to grab the audience’s attention right away.

Eye Contact: Making eye contact helps connect with the audience and boosts your confidence.

Clarity and Pace: Speak with clarity and at a slower pace. Recording yourself and listening back can help you improve.

Interactive Elements: Include time for audience questions to make the presentation more engaging.

Audience Knowledge: Tailor your content to the audience’s knowledge level. Remove unnecessary parts and focus on what’s relevant.

Presentation Structure: Organize your presentation from general to specific to make it easier to follow.

Real-World Examples: Use real-world examples to make your points more relatable and understandable.

Visuals: Balance text and visuals on your slides to maintain audience interest.

Humor and Media: Use humor and GIFs sparingly to enhance transitions, not distract from the content.

Confidence and Preparation: Practice regularly and consider a script or outline to keep on track and improve pacing.

Additionally, understand your audience’s body language and social cues to adjust your presentation style and tone. Preparing for tough questions and remaining calm during debates can help maintain a positive discussion. Practicing consistently will build your confidence and improve your overall presentation skills.

Candid feedback on how to perform a presentation is about continuous improvement, helping speakers refine their skills and deliver more impactful presentations in the future.

Things to Look for When Providing Presentation Feedback

Giving feedback on a presentation can seem daunting, but breaking it down into specific areas can make the process easier and more effective. Here are key aspects to consider:

Understanding: Did the speakers know who their audience was?

Context: Was the amount of context provided suitable for the audience’s knowledge level?

Engagement: Did the speaker allow time for audience questions?

Tone: Was the presentation’s tone appropriate for the audience?

Body Language and Presence

Approachability: Did the speaker appear approachable and confident?

Clarity: Was the speaker speaking clearly and at a good pace?

Eye Contact: Did the presenter make eye contact with the audience?

Nonverbal Cues: Were the presenter’s nonverbal cues appropriate and not distracting?

Clarity: Was the information clear, specific, and easy to understand?

Relevance: Was the material relevant to the topic and audience?

Examples: Did the presenter include real-world examples to illustrate points?

Relevance: Were the visuals relevant to the content?

Clarity: Were the visuals easy to see and understand?

Balance: Was there a good balance between text and visuals?

Professionalism: Did the slides look professional and well-designed?

Communication

Key Messages: Were the key messages clear and concise?

Objectives: Did the presenter clearly communicate the objectives of the presentation?

Takeaways: Did the presenter provide clear takeaways for the audience?

Voice: How well did the presenter’s voice carry in the presentation space?

Engagement: Was the presentation engaging and interactive?

Capturing Attention: How well did the presenter capture and maintain audience attention?

Accessibility: Was the presentation accessible to all audience members?

Using a checklist based on these categories can help you provide structured and transparent feedback on the quality of a presentation, highlighting both strengths and areas for improvement.

Tips to Give Effective Presentation Feedback

Giving effective feedback on presentations is a skill that takes practice to master. Here are some tips to help you provide constructive and positive feedback to presenters:

Prepare What You’d Like to Say  

Before giving feedback, think carefully about what you want to communicate. Prepare your thoughts to avoid knee-jerk reactions that can be unhelpful. Practice your feedback with a coach if possible to ensure clarity and effectiveness.

Use the Feedback Sandwich

Start with something positive, then offer candid feedback, and end with another positive comment. This method helps balance your feedback and shows the presenter what they did well.

Be Specific and Concrete  

Use specific examples from the presentation when giving feedback. Avoid vague comments like “ improve your communication skills .” Instead, say, “I suggest adding a slide with key agenda items to help the audience follow along.”

Focus on Behavior, Not Personality  

Address actions and behaviors rather than personal traits. For example, instead of saying, “You seemed nervous,” say, “I noticed that you were fidgeting, which can be distracting.”

Use “I” Statements  

Frame your feedback with “I” statements to make it clear that you’re sharing your perspective. For instance, say, “I felt the presentation could benefit from more examples.”

Give feedback as soon as possible after the presentation. This ensures that the details are fresh in your mind and provides more accurate and helpful feedback.

Offer Solutions or Suggestions

When pointing out areas for improvement, offer actionable advice. For example, “I recommend practicing with a friend to improve your pacing.”

Create Dialogue

Encourage a two-way conversation by asking the presenter for their thoughts on their performance. This helps them reflect on their strengths and areas for improvement.

Lead with Empathy

Be clear and direct, but also kind. Feedback should come from a place of care and support, making the recipient feel valued.

Check in with the presenter after some time to see how they are progressing. Offer continued support and share any positive changes you’ve noticed.

Choose the Right Setting

Provide feedback in a private and comfortable setting where the presenter feels safe to receive and discuss it.

End on a Positive Note  

Finish with a sincere compliment to reinforce positive behaviors and encourage growth. For example, “I was really impressed with your opening—it grabbed everyone’s attention.”

By following these tips, you can give feedback that is constructive, supportive, and effective, helping presenters improve their skills and confidence.

Tips to Constructively Receive Presentation Feedback

Once you’ve learned how to give good feedback, it’s time to focus on receiving it. Here’s how to make the most of feedback after your presentation:

Pay Close Attention

When you ask for feedback, stop talking and listen. Avoid justifying your actions or steering the conversation. Simply listen to what the person has to say.

Don’t Take it Personally

Pay attention to how you respond to feedback, including your body language and facial expressions. Don’t take feedback personally, as this might make the person giving it feel like they’re hurting your feelings. This can lead to less honest feedback, which isn’t helpful. Create an environment that allows honest and constructive dialogue.

Be Open-minded

To grow, be open to all feedback you receive. Closing yourself off from feedback hinders your progress and development. Embrace feedback as a chance to improve.

Understand the Message

Before making any changes based on feedback, ensure you fully understand the message. Avoid changing something that’s working well. Confirm that you’re addressing the right issues before taking action.

Reflect & Process

After receiving feedback, take time to reflect and process it. Compare the feedback with your own self-evaluation. Look for differences between your perspective and the feedback you received. Remember, no presentation is perfect, and it’s challenging to meet everyone’s expectations.

Always follow up after receiving feedback. This shows you value the input and are committed to improvement. It also demonstrates that you’ve taken action based on their advice.

Wrap-up: Presentation Feedback

Presentation feedback is crucial for improvement and confidence building. It involves both positive and constructive elements that help speakers refine their skills. Positive feedback highlights what went well, offering specific praise to reinforce strengths and encourage continued success. Constructive feedback, on the other hand, focuses on areas for growth, providing actionable advice to address weaknesses. This balanced approach ensures ongoing development and enhances presentation quality.

Effective feedback should be specific, timely, and empathetic, aiming to support rather than criticize. By actively seeking and integrating feedback, presenters can enhance their delivery, engage their audience better, and continuously improve their skills. Embracing feedback as a tool for growth helps transform challenges into opportunities for learning and achievement.

Frequently Asked Questions (FAQs)

1. Why is feedback important for presentations?  

Feedback helps improve presentation skills by highlighting strengths and areas needing improvement. It boosts confidence and ensures ongoing growth, making presentations more effective and engaging.

2. How can you provide effective feedback to a speaker?  

Focus on specific behaviors and provide actionable advice. Use examples from the presentation, offer solutions, and maintain a supportive tone to help the speaker improve without discouraging them.

3. What is the best way to receive feedback?  

Listen carefully without getting defensive. Be open-minded, understand the feedback fully, and reflect on it before making changes. Following up shows you value the input and are committed to improvement.

4. How can I make feedback easier for my audience to give?  

Use feedback forms or engage directly with your audience after the presentation. This makes it convenient for them to share their thoughts and ensures you get valuable insights for improvement.

Elevate Your Presentation Skills with Expert Feedback

At Prezentium, we understand that effective presentation feedback is essential for growth and improvement. Whether you’re refining your skills or seeking to make a lasting impression, our AI-powered services can make a difference. Our Overnight Presentations service ensures you receive expertly designed, visually compelling presentations. For ongoing improvement, our Accelerators team transforms your ideas and notes into polished presentations and custom templates. And with Zenith Learning , we offer interactive workshops that combine structured problem-solving with visual storytelling to enhance your communication skills.

Don’t let feedback intimidate you—let it be a tool for excellence. Partner with Prezentium to receive the insights and support you need to shine. Contact us today to see how we can help you deliver outstanding presentations and continuously improve your skills.

Why wait? Avail a complimentary 1-on-1 session with our presentation expert. See how other enterprise leaders are creating impactful presentations with us.

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16 constructive feedback examples — and tips for how to use them

Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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How To Give & Receive Constructive Presentation Feedback

Table of contents, why feedback is important.

We’ve heard it before, to never stop learning. To strive for continuous growth and personal improvement. As intuitive as it sounds, it can be harder than expected.

How do you know what to improve on or why to improve on certain key points? Our personal bias of performance and fear of failure blinds us from our weaknesses. You pinpoint what needs improvement based on feedback.

Feedback is important because it promotes personal and professional growth by targeting key aspects of one’s performance. With ongoing constructive feedback, an individual is able to hone in on individual skill sets in a very organized way.

Without feedback, the progression of growth is slowed. Bad habits are often overlooked and become permanent habits and giving up is more likely to occur as proper structure and guidance isn’t given.

At Presentation Geeks, we’ve completed multiple presentation designs for some of the world’s best speakers and companies . We’ve created downloadable visual presentations , sizzle reels , e-learning solutions and business forecasts reports. What we’re trying to say is we’ve seen it all. By seeing it all, we’ve also heard it all. Feedback is second nature to us and one of the foundational blocks in which our business is built upon. We know how important receiving and giving feedback is.

With that being said, we’ve outlined and gone into more detail on two reasons why feedback is important.

Gauges Audience Engagement

Feedback is important because it can be used as a gauge for audience engagement.

As perfect as we’d like to think we are, everyone has an opportunity to grow. Even a good presentation has at least a couple of things in which it can improve on. With opportunities to grow means feedback to be received. There will always be feedback to receive whether positive or negative.

If you have just completed a presentation and request feedback but receive none, you might think to yourself, “Excellent! There is absolutely nothing I need to improve on.” which unfortunately can mean quite the opposite.

Receiving no feedback could be an indication that you lost the audience’s attention. How can they provide feedback when they weren’t even listening to begin with?

Before jumping to the worst case scenario, there are a few things you can do to help weed out whether your presentation was not engaging .

First, try adding easier ways for the audience to engage with you and provide feedback. By having audience members sign-up online, you can get their email address and follow up with a feedback form such as SurveyMonkey .

Feedback forms are great because it allows the audience to easily provide feedback without needing to go out of their way to do it.

You might also take the approach of getting direct feedback. If there is an opportunity after the presentation to interact with the crowd and break off into small group chats, don’t be afraid to ask for feedback. Most people are more than happy to provide feedback and want to!

Improves Presentation Skills

Asking for feedback will also help improve your presentation skills .

When people are asked to give feedback on a presentation, most of the feedback you will receive will be on your delivery or the slides.

You’ll receive feedback such as, “You effectively command attention.” or, “Your slides could be more visually appealing.” or, “You overdid it on the facial expressions and they became a bit distracting.”.

The feedback you’ll receive will be both positive and negative. Don’t forget, it’s up to you to ask for the feedback, receive the feedback and take action on it. By taking action on the feedback as it relates to your presentation skills or your presentation slides, you’ll ultimately improve on your presentation skills.

Now that we know why feedback is important, let’s go over how to give and receive feedback.

How To Give Constructive Presentation Feedback

People are always looking for feedback yet not enough people give honest, good, constructive feedback. The feedback received is rarely helpful.

Giving constructive presentation feedback is an art you should master. By being able to not only receive constructive criticism, but give it as well, you’ll get a better appreciation for other people’s presentation skills and reflect upon yours. It will make navigating your own feedback journey easier.

Below you’ll find ways on how to give constructive feedback next time you’re asked.

Focus On Behaviour, Not The Person

When giving feedback, make sure it’s on the skills a person can control and change such as their behaviour rather than themselves as a person.

When you give feedback which targets a person’s character rather than their behaviour, they’ll become defensive and the feedback comes across as harsh criticism rather than constructive feedback.

Be Actionable

When giving feedback, follow up with an actionable item the person can do to work towards improving.

For example, if you felt their presentation didn’t flow well and you were lost as an audience member, don’t just leave it at that. Expand upon your comment by suggesting they add a slide outlining key agenda items. Take it a step further and explain why you suggested this.

You may say, ” I would suggest adding a slide which outlines key objectives because it will give the audience clear takeaways as to what to expect throughout the presentation. This is something I felt was missing.”

This is an actionable item someone can take away and implement and you’ve backed it up with a strong reason as to why they should do it.

Be Specific

Make sure the feedback you’re providing is specific.

Don’t just say someone needs to improve their communication skills. Be specific!

You could frame the feedback in a way that targets different forms of communication. You could pinpoint to their body language or their oral presentation. Both are forms of communication skills and without being specific, they wouldn’t know what to improve upon.

Be Realistic

Learning and growing is an ongoing progression. We can’t go from 0 – 100 overnight. We need to set realistic boundaries with the feedback we provide.

You want to be realistic when you communicate key points someone can improve on to ensure they don’t get discouraged and quit.

If requested to give feedback, be sure to do it in a timely manner.

Providing feedback in a timely manner will not only benefit the one asking, but you as well as you’re able to provide more accurate feedback.

As time goes on, you’ll begin to forget the small details that made up the entire presentation. By giving feedback in a timely manner, you’ll be able to provide more accurate and effective feedback.

Offer Continuing Support

Continuing support will take your ability to provide feedback to the next level and is immensely helpful.

Offer continuing support will allow you to establish a long-lasting rapport with people. These same people will most likely be providing you with feedback in the future.

Giving ongoing support will also allow you to become a master of your craft. The best way of fully understanding a topic is by teaching it. To become a master of presenting, you also need to be open to giving feedback. It will help you remain consistent.

End On A Positive Note

Lastly, end all feedback on a positive note.

The best growth and learning stems from positive reinforcement which can be as simple as ending things off with a positive note. Be mindful and honest with what positive note you want to end on.

A sincere compliment is far more effective than one that feels forced.

How To Receive Constructive Presentation Feedback

Once you’re able to effectively give good constructive feedback, we can now focus on receiving feedback.

What good is asking and receiving feedback if you don’t know what to do with the information. Instead of squandering golden nuggets of information, here is what you should do when asking for feedback after your own presentation.

Listen Carefully

Once you’ve asked for feedback, stop talking and listen.

Don’t try to justify your reasoning, don’t try and steer the conversation in a direction which favours your actions, just listen.

Be Aware Of Your Responses

Be aware of your responses to feedback. This includes body language, facial expressions and social cues.

You don’t want to come across as if you’re taking the feedback too personally. This will make the person providing the feedback feel like they’re hurting your feelings and they should stop or begin sugarcoating the feedback.

This will only result in inauthentic feedback which is not constructive. You want to be creating a space which can create dialogue surrounding helpful feedback.

You’ll receive a bunch of feedback over your life and the only way to grow is to be completely open with all the feedback you’ll receive.

The moment you start to close yourself off from feedback, is the moment you hinder your progression and growth.

Understand The Message

Before you leave with the feedback, make sure you fully understand what the person was trying to say.

The worst thing you can do is change something that isn’t broken. Before you walk away to start changing things, always make sure you know what you’re about to change is correct.

Reflect & Process

After you received the feedback, take time to reflect and process. This is a perfect time to conduct a self-evaluation on how you believe you did with your presentation.

Does the other person feel the same way? What are the differences they saw in my presentation that I didn’t see?

Don’t forget, we are perfectly imperfect human beings. You will never have a perfect presentation. With varying audiences all interested in something unique, you will have a hard time crafting presentation material with key messages that is compelling to everyone.

Always follow up.

Following up allows you to take action and measure your success to see if you’ve changed for the better.

Following up also makes sure the other person feels heard. What is the point of giving feedback if the person you give it to does nothing with it?

By following up, it shows you’ve taken their feedback to heart and you’re taking action.

Author:  Ryan

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60+ Constructive Feedback Examples: Your Cheatsheet to Improvement Feedback

Lorelei Trisca

August 19, 2024

Last Update

September 13, 2024

Table of Contents

Constructive feedback phrases for performance reviews, competency-based constructive feedback examples, examples of constructive feedback for various professions, constructive feedback examples for a remote work environment, leadership improvement feedback examples, build a high-performance workforce with deel engage, key takeaways.

• Understanding and implementing constructive feedback is essential for personal and professional growth, fostering a positive workplace environment, and enhancing overall performance.
• Addressing sensitive topics with care involves empathy, discretion, and focusing on solutions rather than problems.
• Share examples of constructive feedback with your employees and leaders so they can reference them when formulating feedback.

Giving and receiving constructive feedback is crucial for worker development and creating a productive and positive work environment. We curated 60+ examples of constructive feedback for various performance issues, competencies, or roles. These examples highlight how constructive feedback can effectively address workplace issues, enhance performance, and foster a collaborative environment. Share them with your employees and leaders and start reaping the benefits of a constructive feedback culture.

Specific phrases help structure performance reviews to be constructive and motivational, guiding employees towards improvement without discouragement.

Constructive feedback examples about missing goals

Generally, workers want to perform well, and missing goals is something they hope to avoid. So be sure to approach this conversation and offer assistance rather than criticize their ability or performance.

Here are some employee feedback examples you can use when it comes to missing goals:

• It looks like you fell a little short of achieving this goal. Are there any obstacles preventing you from succeeding? What would you need to overcome them?
• You didn’t quite meet expectations this period. Are there any aspects of the plan that you don’t fully understand? We have confidence in your ability, so long as the path is clear.
• You did not meet all of your targets this quarter. Do you think the sales goals we set were realistic? If not, what changes can we make to ensure you succeed next quarter?

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Constructive feedback examples about decreased productivity

Decreased productivity can often result from dissatisfaction with a job or burnout. In either case, it is essential to use tact to avoid exacerbating a situation where friction already exists. Get the complete picture of employee productivity by:

• Examining employee performance data and reviews
• Looking for changes that coincide with reduced productivity
• Talk to coworkers and supervisors about any reasons they are aware of

For example, suppose an employee’s productivity decreases after a coworker quits. In that case, you can try to understand how that has impacted the subject.

Below are a few constructive criticism examples you can use to broach the subject of decreased positivity while remaining positive and helpful:

• Last year, you went the extra mile! Your scores were some of the best I’ve ever seen. So far this year, your numbers aren’t quite keeping up. Has something changed that is causing this?
• Since X occurred, your scores have taken a dip. Unfortunately, we can’t go back in time, but is there anything we can do to get back on track?
• We noticed your output has been slightly lower these last few weeks. Do you need a break or a change of pace to help you recharge?

Offering assistance or showing a legitimate concern for the employee’s success will convey that you are there to help.

Constructive feedback examples for attitude and rudeness

When dealing with a bad attitude, you need to be extra cautious. The key here is to target the behavior, not the person. Try not to get personal with opinions or judgment. Instead, point out the issue and why it is a problem.

These are some ways you can deliver behavioral feedback constructively:

• Last week, you commented that the sales team made some mistakes you had to fix. While we appreciate your help, your language was a little unprofessional. Do you recall what you said?
• Some of your team members expressed a reluctance to work with you due to your attitude and some negative comments you have made. We all have bad days, but you must maintain a positive or at least neutral attitude at work. Can you remember an example of when this might have happened?
• It has come to our attention that you and Jeff have had some personal conflicts lately. We understand that personalities don’t always mix well, but we must be able to work together as a team. Is there anything we can do to resolve this issue?

In some cases, merely letting an employee know that their behavior has caused enough of an issue for management to take notice can motivate them to correct it. Suppose this is a recurring or severe problem that needs an immediate resolution. In that case, you may need to use more explicit language and set stern expectations or ultimatums.

Constructive feedback examples for work ethic: Tardiness and absenteeism

Tardiness and absenteeism are common issues every HR specialist might have to deal with occasionally. Fortunately, attendance is usually well-documented, and policies are often in place. When giving constructive feedback about work ethic, consider these approaches:

• You’ve had quite a few unexcused absences this year. Is there a reason you’ve been having trouble getting to work? Historically, your attendance has been excellent.
• We noticed you clocked in late twice last week and again the week before. Is there a reason you’re having trouble making it in on time? Are you happy with your current schedule and job roles?
• It looks like you missed the start of a meeting on Friday due to taking an extended lunch. You also left early the previous Friday. While we care about everyone finding a comfortable work-life balance, we have certain expectations about time management.

If possible, offer to work with the subject on their schedule. Try to find ways to improve the situation without forgetting their work-life balance.

Let’s review some competency-based examples of constructive feedback.

Attention to detail

A lack of attention to detail can be harmful in the workplace. Small mistakes in critical processes can cause a slew of problems. However, we are all human, and mistakes do happen. The problem is when individuals make more than their fair share of these small mistakes.

To address concerns with attention to detail, try framing your constructive feedback like this:

• Overall, the quality of your work is excellent. There are just a few minor errors that keep it from being perfect. Is there a step we can add to your process so you can catch them?
• I know there is a lot on your plate, but several repeated mistakes have created more work for you and others on your team. Do you know what they are?
• Your speed metric is very good, but there have been a few inaccuracies lately. Is there anything we can do to ensure this doesn’t happen? It would be best to focus on accuracy at this stage, even if that means slowing your pace.

Providing constructive feedback on a worker’s attention to detail is tricky, as it can have many root causes. For some, it is simply not one of their strengths. Other times, it can be a lack of motivation or engagement or even a symptom of burnout. Discovering the cause of the lack of attention to detail is vital to solving the problem (even if that means the position simply isn’t a good fit).

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Problem-solving and initiative.

The goal of good management is not to have to manage your people. If everyone knows what they need to do and how to do it, your company can run like a well-oiled machine. Inevitably, new problems will arise. While some folks can overcome those challenges, others won’t. Sometimes, the issue is a lack of ability to solve the problem. Other times, it can flag insufficient effort invested into tasks.

For employees who don’t seem to put enough effort into their work, try these constructive criticism examples:

• You are good at following protocols and procedures, but in scenarios where there isn’t one, we would like to see you try to handle them on your own.
• We appreciate your ability to communicate well. Still, your team leader believes you slow down the process by asking for confirmation too often. Go with your gut! We trust you.
• In situations without an obvious next step, we have noticed you like to adopt a wait-and-see mindset. Is there a reason you don’t feel like taking the initiative? We are confident in your ability and think you should be, too!

Often, a reluctance to take the initiative or try a solution that seems unconventional stems from fear of making a mistake. However, employees who are constantly unwilling to take that leap won’t grow or learn from those potential mistakes.

Communication skills

Communication, like feedback, is vital for teams to work effectively and efficiently. Unfortunately, there will be times when employees are unable or unwilling to communicate with their coworkers, leading to wasted time and unnecessary mistakes.

Some common reasons for poor communication skills are:

• Being soft-spoken
• Fear of making mistakes
• Lack of support
• Not wanting to step on anyone’s toes
• Superiority complexes
• Competitiveness
• Poor interpersonal relationships
• Poor communication skills (written or spoken)

As always, identifying the cause of the problem is the first step to solving it. To root out these issues, try these examples to promote effective communication:

• You sent an email yesterday that wasn’t very clear to others on your team. Would you mind rereading it and clarifying what you meant? The last thing we want is a misunderstanding to make your job harder!
• I notice you rarely speak up in meetings, even when I know you have the knowledge to contribute. Can I ask why? I know it can be nerve-wracking to speak up in front of others.
• We noticed you withheld some information Dan had requested at the last sales meeting. Was this intentional? We all must work together for the best of the company, regardless of personal feelings or what you think is fair. I promise it won’t negatively impact you to help others out.
• While you have great insights, I’ve observed that your points sometimes get lost during team meetings because they are not clearly articulated. Perhaps focusing on structuring your thoughts before presenting might help in more effective communication.
• During presentations, you have a wealth of knowledge to share, but sometimes it feels rushed. Slowing down and ensuring everyone is following might lead to more fruitful discussions and clearer understanding for everyone.

More often than not, communication breakdowns have an easy fix. For example, maybe a new employee hasn’t met enough friendly faces to feel comfortable putting themselves out there.

Teamwork and receptiveness to feedback

Teamwork is an essential part of a successful company. With different individuals bringing different expertise to the table, working together is the only way for everyone to add value. Sometimes, the teamwork dynamic doesn’t run as smoothly as we would like. This can result from several reasons, such as personality conflicts, poor communication, or ineffective management, which can all affect team morale.

To help employees be more of a team player, try these constructive feedback examples:

• I sense some tension in your entire team currently. Can you tell me what is going on? Usually, you all work well together, and the results are impressive!
• You have a lot of talented people on your team, but for some reason, we still aren’t getting the results we want. Is everyone contributing and adding value to each project? I would like to see all of your expertise shining through!
• We have noticed some disconnects between Team A and Team B, which has caused work to be done twice in some cases. Let us schedule some team meetings to get everyone on the same page and iron out these miscommunications. We don’t want anyone wasting their valuable time on something a simple chat could solve.
• On several projects, it seemed like you preferred working in isolation, which sometimes resulted in overlapping efforts with other team members. Regularly checking in and collaborating with the team might be beneficial to ensure everyone’s on the same page.
• While your independent work is strong, there have been moments when integrating it with the team’s output posed challenges. Regularly sharing updates and seeking input can ensure smoother integration and better cohesion within the team’s work.
• While you’re incredibly skilled in your domain, there were a few instances where you received feedback but didn’t act on it. Being more open to suggestions and constructive criticism might help refine the final output.
• You have a strong vision for your projects, which is commendable. However, being more adaptive to feedback can provide a fresh perspective and potentially elevate the quality of work even further.

Teamwork breakdowns often result from communication failures, though personality conflicts can also lead to tension among team members. Scheduling a sit-down or team-building exercise is often a worthwhile use of your and your team’s time.

We curated a few examples of constructive feedback tailored to specific roles: content writers, graphic designers, L&D professionals, sales interns, customer service representatives, account managers, frontend engineers, backend engineers, IT support, and HR business partners. These examples aim to guide each professional towards continuous improvement while maintaining a positive and constructive tone.

Content writers

• Your recent article on [topic] was well-researched and engaging. However, I noticed that some of the sentences were a bit lengthy, which might make it harder for readers to follow. To improve readability, try breaking up long sentences into shorter ones and using bullet points or subheadings where appropriate.
• The creative angle you took in your last piece was great, but I think it strayed a little too far from the core message we wanted to convey. In future projects, let’s focus on aligning creativity with the key message to ensure it resonates with our target audience.

Graphic designers

• The visuals you created for the marketing campaign are visually stunning and on-brand. However, the text overlay on the images is difficult to read. Next time, try increasing the contrast between the text and the background or adjusting the text size for better legibility.
• Your design work is consistently high quality. Still, I’ve noticed that some of your recent designs have taken a bit longer to finalize. To meet our deadlines more effectively, consider starting with quick drafts and gathering feedback early in the process.

L&D professionals

• The training session you led was informative and engaging, and the participants benefited from it. However, some of the content felt a bit rushed towards the end. To ensure all topics are covered thoroughly, consider adjusting the pacing or allocating more time for the most critical sections.
• The course materials you developed were comprehensive and well-organized. That said, I think incorporating more interactive elements, like quizzes or discussions, could enhance participant engagement and retention.

Sales interns

• You’ve been doing a great job of reaching out to potential clients, and your enthusiasm is evident. However, your follow-up emails could be more concise and focused. Try to emphasize the key benefits of our product in a few sentences to keep the client’s interest.
• You’ve shown great initiative in learning about our products. To take your sales calls to the next level, focus on asking more open-ended questions to better understand the client’s needs before presenting a solution.

Customer service representatives

• Your patience and professionalism with customers are commendable. However, I’ve noticed that some calls take longer than necessary. To improve efficiency, consider using a more structured approach to guide the conversation and address customer issues more quickly.
• You’re excellent at resolving customer issues, but I’ve observed that sometimes you miss opportunities to upsell our services. Integrating product recommendations into your conversations could help increase our overall sales and provide additional value to the customer.

HR business partners

• You’ve been instrumental in supporting our teams and addressing employee concerns. However, some managers have mentioned they would like more proactive guidance on employee development. Providing regular updates and suggestions could help them better manage their teams.
• Your strategic insights have greatly contributed to our HR initiatives. To further strengthen your impact, I suggest deepening your engagement with different departments to better understand their specific needs and tailor HR solutions accordingly.

Account managers

• You’ve built strong relationships with your clients, which is a key strength. However, I’ve noticed that some of your client updates could be more detailed. Providing more specific insights and next steps can help clients feel more informed and supported.
• Your responsiveness to client inquiries is outstanding. To further enhance client satisfaction, consider setting up regular check-ins to proactively address any potential issues before they arise.

Frontend engineers

• Your attention to detail in the UI design is impressive, and the user experience is smooth. However, some of the code could be optimized for better performance. Refactoring parts of the code and reducing the number of HTTP requests might help improve load times.
• You’ve done a great job implementing the new features on the website. To ensure consistency across all browsers, I suggest spending a bit more time testing your code on different devices and browsers before the final release.

Backend engineers

• The API you developed is robust and well-documented, which makes it easy for other teams to integrate. However, I noticed that the database queries could be optimized for faster response times. Let’s explore ways to index key fields or streamline the queries to improve performance.
• Your recent backend updates were effective and aligned with the project’s requirements. To avoid potential issues in the future, it might be beneficial to implement more comprehensive unit tests to catch any edge cases early on.
• You’ve been very effective in resolving technical issues quickly, which has minimized downtime for our team. However, I think you could improve the documentation of resolved issues. Clear documentation will help us build a knowledge base that can prevent similar problems in the future.
• Your customer service skills are top-notch, especially your calm approach under pressure. To improve efficiency, consider categorizing and prioritizing tickets more systematically to address the most critical issues first.

While the tenets behind constructive feedback remain the same for a remote team, there are some considerations you should be aware of. For example, it can be harder to portray emotion and empathy through email than through oral delivery. You can mitigate these challenges by giving feedback through a video call instead of an email or text chat. Still, your approach may also need to change.

Convey positivity and constructiveness clearly through whatever medium you use. It may mean using superlative words in an email or emojis in a web chat.

Here are some examples of constructive feedback specifically adapted for aspects related to remote working:

Communication responsiveness

• I’ve noticed some delays in responding to team messages on Slack. While I understand that working remotely comes with its own challenges, it’s important for the team to maintain timely communication to keep projects moving forward. Could you aim to respond within a couple of hours during work hours, or let us know if you’re tied up with something urgent? This will help ensure that we can address issues promptly and keep everyone aligned.

Time management

• I’ve observed some tasks are being completed close to or after the deadline. In a remote setting, it’s easy for time to slip away without the structure of an office environment. I encourage you to try using a time management tool or setting interim deadlines for yourself. This could help you stay on track and reduce the last-minute rush, alleviating stress and improving overall productivity.

Virtual meeting engagement

• During our virtual meetings, I’ve noticed that you tend to stay on mute and don’t contribute much to the discussions. Your insights are valuable, and your input can help shape our projects’ direction. If you could share your thoughts more frequently, it would greatly benefit the team. Even if it’s just a quick comment or question, it would help us all feel more connected and collaborative.

Proactive collaboration

• It seems that sometimes you’re working on tasks in isolation, and I’m concerned that this might limit opportunities for collaboration. In a remote work environment, it’s crucial to reach out proactively to your colleagues, whether it’s for feedback, brainstorming, or simply to keep them updated on your progress. This will not only enhance the quality of the work but also help maintain strong team cohesion.

Clarity in written communication

• I’ve noticed that some of your emails and messages lack clarity, leading to misunderstandings among the team. In a remote setting, where face-to-face interaction is limited, it’s essential to be clear and concise in written communication. Taking an extra moment to review your messages for clarity and completeness before sending them could make a big difference in ensuring everyone is on the same page.

Availability and visibility

• I’ve noticed that your availability is sometimes unpredictable, and it’s not always clear when you’re online or offline. In a remote work environment, it’s helpful for the team to know when you’re available for quick questions or collaboration. Updating your status on Slack or Teams and keeping your calendar up-to-date would help the team better coordinate with you and avoid any potential delays in our work.

Work-life balance

• It’s clear that you’ve been putting in a lot of extra hours lately. While your dedication is appreciated, I’m concerned it could lead to burnout. Remote work can blur the lines between work and personal life. Hence, setting boundaries is important to maintain a healthy work-life balance. Please schedule breaks and downtime, and don’t hesitate to disconnect after work hours. This will help you stay productive and maintain your well-being in the long run.

Effective leadership is key to driving a team toward success. Still, even the most seasoned leaders have areas where they can enhance their approach. In this section, we focus on crucial aspects of leadership—delegation, trust, communication, receptiveness, conflict resolution, and feedback. Providing constructive feedback in these areas can help leaders refine their skills and strengthen the overall team dynamic. Leaders can foster a more collaborative, motivated, and high-performing team environment by addressing these specific improvement areas.

Improvement focus: Delegation & trust

• While your hands-on approach is commendable, it might benefit the team if you delegate more tasks. This helps manage your workload and empowers team members, fostering trust and helping them grow in their roles.

Improvement focus: Communicating a shared vision

• You have a clear idea of where our department should head, but sometimes, the team seems uncertain about the bigger picture. Regularly communicating and reiterating the vision can keep everyone aligned and motivated toward the same goals.

Improvement focus: Receptiveness to team ideas

• Your leadership has guided us to achieve great milestones. However, there are instances where team members have innovative ideas they’d like to share. Creating an environment where everyone feels their suggestions are heard and valued can spark innovation and boost team morale.

Improvement focus: Conflict resolution

• When conflicts arise within the team, it’s crucial to address them promptly and constructively. I’ve observed situations where issues lingered longer than necessary. By taking a proactive approach to mediate and facilitate open dialogue, we can maintain a more harmonious and productive environment.

Improvement focus: Feedback and recognition

• You’ve done a commendable job in driving projects to completion. However, recognizing team members’ contributions and giving specific, constructive feedback can enhance motivation and performance. Regularly acknowledging efforts and guiding improvements can significantly affect team dynamics and individual growth.

Create actionable leadership competency frameworks

High-performers are another tricky group to give constructive feedback to. Since their performance is usually high, feedback often isn’t needed or warranted. At the same time, opportunities to further develop these individuals can make them even more effective. We gathered 40+ constructive feedback for high performers examples to help you further develop your best employees without backfiring and hurting their morale.

Use constructive feedback to create a development plan and set the path for growth. First, set concrete professional development goals . Then, define the concrete steps that will make your goals a reality.

Implement recurring feedback reviews in your organization to allow employees to discover their strengths and weaknesses without waiting all year to find out. Use Deel Engage’s performance module for:

• (360°) performance reviews : Collect constructive feedback from multiple sources, ensuring your people know where they need to improve
• Goal setting : Collaborate on clear OKRs and goals, aligning company and individual goals
• Data-driven insights : Use proven analytics like bar and radar charts, 9-box grids , or skills matrices to stay on top of progress, identify patterns of exceptional job performance , recognize potential future leaders, and ensure consistent recognition and rewards

Use feedback from feedback and performance reviews to help your team members develop their skillsets. Deel Engage’s career management module will help with:

• Development plans : Ensure your workers commit to a growth path, aligning their exceptional skills with organizational needs
• A world-class learning library : Offer relevant resources to help your workers develop their competencies
• Career growth : Engage and retain your workers with career growth opportunities—whether they want to pursue leadership roles or become technical experts

Additionally, Deel HR , our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you build a high-performance workforce.

About the author

Lorelei Trisca is a content marketing manager passionate about everything AI and the future of work. She is always on the hunt for the latest HR trends, fresh statistics, and academic and real-life best practices. She aims to spread the word about creating better employee experiences and helping others grow in their careers.

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How to Give Feedback on a Presentation Professionally

Master the art of professional communication in business settings with expert guidance. Learn how to give feedback on a presentation professionally.

As professionals, we frequently find ourselves in situations where we need to provide feedback on presentations. Whether it's in a corporate setting, educational institution, or any other professional environment, the ability to offer constructive criticism is a valuable skill. This guide aims to provide comprehensive insights and practical strategies for effectively giving feedback on presentations, ensuring a positive and growth-oriented approach.

Understanding the importance of giving professional presentation feedback

Enhancing the Learning Experience for the Presenter

Providing feedback on a presentation plays a vital role in enhancing the learning experience for the presenter. It offers them an opportunity to gain valuable insights into their strengths and areas for improvement. By providing constructive feedback, presenters can refine their skills, leading to continuous growth and development. When feedback is given professionally, presenters feel encouraged and supported in their efforts to improve, fostering a positive learning environment.

Fostering a Culture of Improvement and Growth

Understanding the art of giving professional presentation feedback helps in fostering a culture of improvement and growth within a team or organization. When feedback is delivered effectively, it promotes a mindset of openness and continuous learning. This, in turn, creates an environment where individuals are motivated to strive for excellence, leading to overall progress and success.

Building Constructive Relationships Through Honest Feedback

Professional presentation feedback allows for the building of constructive relationships between the presenter and the audience. It demonstrates a commitment to the presenter's success and professional development, fostering trust and transparency. By offering feedback in a professional manner, relationships are strengthened, leading to enhanced collaboration and communication.

Use Lark Messenger to elevate your team communication.

Practical examples of dealing with proper presentation feedback

Example 1: handling a presentation feedback dilemma in a team setting.

Scenario : In a team meeting, a colleague presents a project but lacks clarity and coherence.

Common Mistakes :

Providing vague or unclear feedback that doesn't address the specific issues in the presentation.

Using a confrontational tone that may demoralize the presenter.

Best Expression : "I appreciate the effort you put into the presentation. It would be helpful to streamline the content for better clarity and precision. Let's work together to ensure the next presentation is impactful and well-structured."

Example 2: navigating delicate situations when providing presentation feedback

Scenario : A team member exhibits nervousness and lacks confidence during a presentation.

Overlooking the emotional aspect and focusing solely on technical errors.

Criticizing without acknowledging any positive aspects of the presentation.

Best Expression : "Your dedication and effort are evident. Let's focus on building confidence through practice and incorporating storytelling techniques. Your passion for the topic will undoubtedly resonate with the audience when presented more confidently."

Example 3: tackling sensitive feedback scenarios in presentation evaluation

Scenario : Providing feedback to a team leader on their presentation.

Feeling intimidated and hesitant to provide honest feedback.

Overemphasizing minor issues, which may dilute the impact of the feedback.

Best Expression : "Your insights were valuable. Let's further emphasize the key points to provide a more impactful message. With enhanced clarity, the presentation will effectively drive our team's objectives."

Consequences of inadequate presentation feedback

Impeding the Presenter's Growth and Development

Inadequate feedback can hinder the presenter's growth and development. Without constructive criticism, the presenter may continue to exhibit the same shortcomings, impeding their professional advancement.

Hindering Team Progress Within Professional Settings

Insufficient feedback can hinder team progress within professional settings. When presentations lack constructive input, it may lead to a stagnation of ideas and innovation within the team, impacting overall productivity.

Creating an Environment of Ineffectual Communication and Ambiguity

Failure to provide professional feedback on presentations can create an environment of ineffectual communication and ambiguity. It may lead to misunderstandings and a lack of clarity in conveying ideas and information, affecting the organization's effectiveness.

Learn more about Lark x Communication

Step-by-step instructions on providing professional presentation feedback

Understanding the context and objectives of the presentation.

To provide effective feedback, it's essential to gain a thorough understanding of the context and objectives of the presentation. Consider the audience, the purpose of the presentation, and the key messages that need to be conveyed.

Utilizing a structured approach to formulating and delivering feedback

Structure the feedback by addressing specific areas such as content, delivery, and overall impact. This provides a clear framework for the presenter to assess their performance and work on areas that need refinement.

Incorporating empathy and constructive criticism in the feedback process

Approach the feedback process with empathy, recognizing the effort and dedication of the presenter. Combine this with constructive criticism to guide them towards improvement while maintaining a positive and supportive tone.

Providing actionable recommendations for improvement

Offer actionable recommendations by suggesting specific strategies for improvement. This empowers the presenter to implement practical changes, thereby fostering continuous growth and development.

Articulating professional presentation feedback

When articulating professional presentation feedback, it's essential to focus on building rapport and trust while employing encouraging language that emphasizes growth and improvement. Emphasizing the importance of clarity and specificity in feedback further ensures the effectiveness of the communication process.

Professional feedback: do's and dont's

In conclusion, understanding how to give feedback on a presentation professionally is an invaluable skill that contributes to personal and professional growth. By recognizing its importance, incorporating best practices, and leveraging practical examples, individuals can navigate the feedback process with confidence and proficiency, ultimately fostering an environment of continuous improvement and excellence.

How can i offer criticism without demoralizing the presenter?

Offering criticism without demoralizing the presenter involves framing feedback constructively, focusing on the potential for improvement, and recognizing the efforts made by the presenter.

What if the presenter disagrees with the feedback provided?

In the event of disagreement, it's important to engage in open dialogue, understanding the presenter's perspective, and collectively working towards finding common ground for constructive feedback.

How do i deliver feedback to a superior or manager professionally?

When providing feedback to a superior or manager, it's essential to approach the conversation with respect, clarity, and a solutions-oriented mindset, ensuring that the feedback is aligned with the professional context and objectives.

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