Hey!
Welcome back to Ignite Insights! This week, we’re diving into one of the most powerful skills you can bring to your team: feedback that actually drives results.
Giving feedback isn’t just about correcting mistakes—it’s one of the most powerful tools for growing your team’s performance, keeping them motivated, and, ultimately, driving your agency’s success. But here’s the catch: feedback only works if it’s motivating and solution-focused.
If you’re tired of feedback that doesn’t “stick” or just feels awkward, these five simple strategies will help you make every feedback conversation count.
1. Be Specific and Solution-Oriented
Vague feedback, like “Try harder next time,” leaves people guessing about what to improve. Instead, make it actionable by highlighting the exact behavior and recommending next steps.
Benefit: When feedback is specific, your team knows exactly what to do, which builds confidence and speeds up skill development.
Mini-Challenge: In your next feedback session, identify one specific behavior and suggest a simple action to improve it.
2. Use the 3-to-1 Rule
Aim to give three positives for every piece of constructive feedback. This balanced approach highlights what they’re doing well, making the feedback feel motivating and empowering.
Benefit: By sharing feedback alongside positive reinforcement, you’ll encourage a growth mindset and boost team morale.
Mini-Challenge: Try the 3-to-1 rule in your next feedback conversation, and watch how it shifts the tone and keeps your team engaged.
3. Focus on the Behavior, Not the Person
Feedback can feel personal, especially if it’s too broad. Zero in on specific behaviors or actions, rather than character traits.
Benefit: When feedback is about behavior, not personality, it’s easier for the person to receive it constructively, making change more likely.
Mini-Challenge: Use language like, “When [behavior], it can lead to [result],” to make feedback actionable without making it feel personal.
4. Make It Timely
The closer the feedback is to the event, the more impactful it is. Waiting too long can make it less relevant and harder for the person to apply.
Benefit: Timely feedback keeps the experience fresh, making it easier to adjust and improve.
Mini-Challenge: Schedule a quick debrief after client calls or meetings for on-the-spot feedback that drives results.
5. Invite Their Perspective
Feedback should be a two-way conversation. After you share your observations, ask for their perspective—this encourages reflection and builds trust.
Benefit: Open dialogue creates buy-in, helping the person take ownership of their growth and feel invested in the process.
Mini-Challenge: End your feedback session with, “What’s your take on this approach?” or “How do you think this could help?” and watch how it deepens the conversation.
Final Thoughts: Make Feedback a Tool for Growth
When done right, feedback doesn’t just improve skills—it strengthens trust, motivation, and performance across your team. Implement these five strategies in your next feedback session, and see how they transform your conversations.
Cheers to igniting your agency’s potential,
Zach
P.S. Ready to elevate your team’s performance even further? At Ignite Agency Training, we specialize in creating feedback-driven training cultures that turn every conversation into growth. Hit reply if you’re ready to explore how we can help take your agency to the next level or click here to learn more.