Employee Feedback: Examples for Positive, Negative & Constructive Feedback

Competent or beginner? Kevin takes twice as long for standard tasks and asks 15-20 questions about the basics every day. His standard phrase is, "We used to do this in 20 minutes." Last week, he asked for confirmation on every step three times instead of making decisions on his own. Can you help this uncertain newcomer understand that learning curves are normal and that asking questions must eventually be replaced by decision-making?

Arjun has been with the company for 12 years as a Senior Developer, consistently delivering excellent performance. Six months ago, he was passed over for a promotion to Senior Architect, a position awarded to a 32-year-old colleague with only three years at the company. Arjun simply said, "I understand," and continued working. For the past three months, he has been working until 9 PM daily, declining team activities due to "too much to do," and appears restless and fatigued. Last week, HR reported a certificate of incapacity for work due to exhaustion, which Arjun declined but still came to work. Yesterday, a colleague saw him crying in the stairwell. Today at 4 PM, you plan to discuss this with him, noting: "I want to talk to you about your situation."

Dr. Weber is the most skilled senior physician in the clinic—his diagnoses are brilliant, and his surgical success rate is 97%. However, over the past three months, complaints have been increasing: four patients have submitted written grievances about his cold, condescending demeanor. Last week, a young resident broke down in tears during the morning meeting after his harsh criticism—right in front of the entire team. Two days ago, the third nursing staff member this quarter resigned, stating, "I can no longer tolerate Dr. Weber's behavior." Yesterday afternoon, a patient called the patient advocate in tears after Dr. Weber delivered her cancer diagnosis in 90 seconds—without pause, without questions, purely factual. This morning at 8:00 AM, you requested an urgent meeting with Dr. Weber in your office.

Competence without confidence? Lena delivers brilliant work but asks for confirmation on routine tasks three times a day. Colleagues are annoyed, the team is held back, and Lena is already considering resigning because she feels "inadequate." Can you show this talented doubter that she is much better than she believes?

Brilliant or invisible? Marco has been solving complex problems flawlessly for two years – yet he has not spoken up in a single one of the 23 team meetings. His standard excuse is, "The others have more experience," even though the ideas he shares privately are often the best. The team perceives him as disinterested, while he believes he is merely a disruption. Can you help this quiet expert make his competence visible without overwhelming him?

Control or Chaos? Christian personally took on three tasks that his team should have handled in six weeks and sends out lists with 15 correction points at 10:30 PM. His justification is, "I must ensure the quality is right." His team feels disempowered and unable to grow. Can you teach the newly promoted perfectionist that true leadership means letting go rather than controlling?

Eternal optimist promises the impossible for tomorrow—and is surprised when it doesn't work out. Can Jan learn that "it will be fine" is not a project strategy?

Experience or Blockage? Thomas has 15 years of expertise—and interrupts younger colleagues six times an hour. "We tried that ten years ago" is his favorite phrase. The team no longer feels comfortable sharing ideas, and innovation is dying. Can you teach the experienced know-it-all that listening is the best form of knowledge transfer?

Well-intentioned or grossly negligent? Lisa has been advising clients for six weeks with half-knowledge—three exchange situations just last week. Yesterday, she recommended a product to a customer for 20 minutes that doesn't even exist. "It's all good" is her favorite phrase when asked to familiarize herself with something. The team is frustrated with constantly having to rectify her mistakes. Can you encourage the overwhelmed temporary employee to take responsibility without completely demotivating her?

Hero or self-destructor? Michael has been filling in every other week for the past nine weeks—last week, he worked 68 hours with chaotic shift changes. Yesterday, he collapsed on the gym floor but wanted to continue working after 20 minutes. His mantra is, "If I don’t step in, the shift will be without leadership." His wife called the HR department in desperation this morning. Can you teach the loyal self-sacrificer that saying no is not a weakness?