Overcoming the Fear of Giving Feedback: How to Communicate with Confidence and Impact

Earlier this year, I led a discussion for Entrepreneurs'​ Organization on communication, where one topic that came up was the difficulty of giving feedback. It got me reflecting on what the challenges are and how to overcome them.

Here are some factors that can cause hesitation to provide feedback:

• Feeling unskilled in delivering feedback

• Fear of conflict or negative reception

• Fear of offending or hurting the person

• Lack of clarity in what needs to be communicated

• Fear of becoming emotional

• Memories of past negative experiences of giving feedback

• Power dynamics

• Fear that the person’s perception of you will be altered

• Time constraints and effort involved

While these reasons are valid, it’s important to acknowledge the significance of feedback.

🌟 Motivate yourself to give feedback by considering the opportunity cost.

What is the impact on you, the person, the team, and the organization if the change doesn’t happen?

🌟 Reframe the situation.

If you approach the situation as a conflict, you will engage in it as though it’s a conflict. Practice empathy and curiosity; acknowledge the shared goal and the intention behind the conversation.

🌟 Become skilled at giving feedback.

Make it a regular practice. Give feedback even if the person’s development won’t impact you or your organization. One of the ways to reduce fear of any situation is to do it regularly. The more experiences you have where feedback is valued, the more confident and proficient you will be.

🌟 Inquire and listen attentively.

Then give feedback by stating your observations (stick to factual observations, what you saw or heard). Then describe how you feel and/or the impact of the situation. And state your request, the expectation. Be mindful of your non-verbal cues.

“I’ve noticed that in the last month, the deadlines for project X & Y were missed. Can you tell me what happened?” “When deadlines are missed, other team members are unable to complete their work and our team’s reputation is impacted. Moving forward, I’d like you to communicate with me when you determine that a deadline may be missed so that we can brainstorm a solution together.”

🌟 Learn to elicit feedback regularly, reducing power dynamics by encouraging feedback from everyone.

Ask, “What is one thing I can do differently to make you feel more supported?” “What is one change that could improve my presentation skills?” “What are your thoughts on the work environment?”

🌟 Establish trust with your team by dedicating time to connect.

The stronger the mutual comfort and belief in each other’s genuine intentions, the greater the likelihood of exchanging meaningful feedback.

Ultimately, changing the narrative around feedback, viewing it as valuable contribution, fosters trust, respect, and boosts productivity and efficiency with an organization. 

Strengthen Your Communication with Expert Guidance

Giving and receiving feedback effectively is a skill that can transform workplace dynamics, foster trust, and drive professional growth. If you’re looking to enhance your leadership and communication skills, Nidhi Kaul offers tailored coaching, workshops, and consulting services to help individuals and teams communicate with clarity and confidence.

Visit NidhiKaul.com to learn more about how her expertise can support your professional development and organizational success.