“Arrogant walk.” 

That’s the actual feedback I received in my first annual review as a young PR consultant. My manager decided my footsteps sounded too confident. Yes, SOUNDED. Did it build character or motivate me  to do better? No. Just made me self-conscious about walking for a while.

It might be an extreme case, but we’ve all gotten (and given) cringe-worthy critiques at some point. 

Managers, let’s do better !

Why it matters
Recognition and growth opportunities feed job satisfaction; feedback is their delivery system. When it’s actionable, it clarifies how to improve, builds skills, and signals trust in someone’s potential.

Here are 3 easy steps to sharpen your feedback:
1️⃣ Not all praise is created equal
A casual “good job” here and there is fine, but meaningful praise ties wins to your team’s strengths (you know these because you talk to them) or a skill they’ve been working on (you know that because you gave them the task in the first place).
2️⃣ Ditch the feedback sandwich 
The classic “praise + but + critique” drowns the positive. Replace “but” with “and” and you’ve changed the game. Seriously, try it.
3️⃣ Feedback expires fast 
Motivation fades and relevance evaporates. Address wins and growth opportunities in the moment, not weeks later or during the annual review.

Practice with me
❌ “Which presentation? The one from two weeks ago? Yeah, good job, but you spoke too fast.”
✅ “Great work on today’s presentation! The clarity was excellent, and a slightly slower pace could make your key points even more powerful.

Words matter, people.