“𝘞𝘩𝘦𝘯 𝘸𝘦 𝘢𝘷𝘰𝘪𝘥 𝘥𝘪𝘧𝘧𝘪𝘤𝘶𝘭𝘵 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯𝘴, 𝘸𝘦 𝘵𝘳𝘢𝘥𝘦 𝘴𝘩𝘰𝘳𝘵 𝘵𝘦𝘳𝘮 𝘥𝘪𝘴𝘤𝘰𝘮𝘧𝘰𝘳𝘵 𝘧𝘰𝘳 𝘭𝘰𝘯𝘨 𝘵𝘦𝘳𝘮 𝘥𝘺𝘴𝘧𝘶𝘯𝘤𝘵𝘪𝘰𝘯” – Peter Bromberg

As an HR professional (or a manager) you should never shy away from giving constructive feedback, no matter how squeamish it makes you feel 😨

I get it, giving this kind of feedback can be tough! But establishing a strong feedback culture is so important to drive high performance and standards with your team.

I have found people are more likely to respond better to this feedback if they understand the ‘why’ and feel supported and safe during the delivery.

Wanna know my go-to model for delivering feedback, and the one I coach managers to use? 💡

It is called the ‘𝐅𝐈𝐓’ model

Let’s break it down 👇

𝐅𝐚𝐜𝐭𝐬: State the facts of the situation, be specific, try to avoid using accusatory language where possible. For example instead of “you didn’t send the report on time”, try “the report did not get sent until after 5pm”.

𝐈𝐦𝐩𝐚𝐜𝐭: Explain who/what was impacted, how they were impacted, or what the impact or on-flow effects of their actions were. Was it for example added time, a poor customer experience, or increased risk?

𝐓𝐚𝐜𝐭𝐢𝐜𝐬: Have an open supportive discussion about what can be done to solve the problem, correct the behaviour or avoid recurrences happening in future.


This model is so simple and it can be applied to all sorts of situations, even giving praise and positive feedback too!

So PLEASE, now that you have this model in your toolkit, please throw out that ol’ feedback sandwich 🙄

Hey, if this works for you in your professional life, why not give it a go at home too – works a treat on hubby!  (well, some of the time! 😅)