Delivering Constructive Criticism Training

Nobody Wants to Hear They're Rubbish at Their Job

But here's the thing, somebody has to say it.

Feedback training sounds boring, doesn't it? Like one of those workshops where you sit in a circle and practice saying "I feel" statements. But the reality is much messier than that.

I've seen managers avoid difficult conversations for months. Literally months. Then wonder why their team keeps making the same mistakes over and over. It's like watching someone try to fix a leaky tap by putting a bucket underneath it forever.

The sandwich method? You know the one: say something nice, drop the bomb, then say something nice again. Most people see right through it now. "Great work on that report, but you missed the deadline by three days, but your formatting was lovely!"

Come on.

The Bit Nobody Talks About

Training people to give feedback isn't just about teaching them what to say. It's about getting them comfortable with being uncomfortable. Because that's what feedback is, really uncomfortable.

You're telling someone they need to change something about how they work. Nobody wakes up wanting to hear that.

When I first started managing people, I thought feedback meant being really specific about what went wrong. List everything out, give examples, make it crystal clear. But then I watched people's faces just... shut down. Like I was reading them a shopping list of their failures.

• Timing matters more than you think
• The place you choose can make or break the whole thing
• Your tone of voice carries more weight than your actual words
• People remember how you made them feel, not what you said

Some managers think they need to document everything. Write it all down, cover yourself legally, make sure HR can't come after you later. But that's not what gets results.

Why Most Feedback Goes Nowhere

Here's what actually happens in most workplaces: someone does something wrong, manager notices, manager puts it on their mental list of "things to address later", weeks pass, it happens again, manager gets frustrated, finally has the conversation but now they're annoyed and it shows.

By then it's not feedback anymore. It's venting.

People can tell the difference. They always can.

The best feedback I ever received was from a boss who said "I need to tell you something and it might sting a bit." No sugar coating, no pretending it was going to be pleasant. Just honest.

That's the approach we teach now. Not because it's easier (it's not), but because it works.

What Actually Works

Real feedback training teaches you to:

Stop waiting for the perfect moment. There isn't one. If something needs addressing, address it. Waiting makes it worse, not better.

Pick a place where people feel safe. Not your office if you're the boss, that feels like being called to the headmaster. Somewhere neutral. Coffee shop, meeting room, even a walk.

Start with why you're having the conversation. "I'm bringing this up because I want you to succeed" or "This matters because it affects the whole team." People need context.

Be specific but not brutal. "Your reports are often late" is better than "You're always behind" but worse than "You're a terrible employee." Find the middle ground.

Ask questions. "What's making this difficult?" "How can we fix this?" "What support do you need?" Don't just talk at people.

The Emotional Bit

People get defensive. They get upset. Sometimes they cry. Sometimes they get angry.

Your job isn't to avoid these reactions, your job is to handle them properly. Stay calm, don't take it personally, keep the focus on moving forward.

I've had people storm out of feedback conversations. I've had people thank me months later for the same conversation. You never know which one you're going to get.

But here's what I do know: avoiding the conversation helps nobody.

After the Chat

This is where most people mess up. They have the conversation, both parties shake hands, everyone feels better, and then... nothing changes.

Follow up. Check in. Ask how things are going. Offer support. Recognise improvements when you see them.

Feedback without follow-up is just complaining with extra steps.

The people who need this training most are managers who've been promoted from doing the job to managing the people who do the job. Nobody teaches you how to have difficult conversations when you get that promotion. They just expect you to figure it out.

Some do. Most don't.

Who Should Do This

Anyone who manages people. Anyone who works with people. Anyone who has to tell other people when things aren't working.

Supervisors, team leaders, HR folks, project managers. Even senior staff who mentor others.

You don't need years of experience to benefit from this. Sometimes the newest managers are the most open to learning better ways.

Getting Started

We run these sessions across Australia. In person works better than online for this kind of training, you need to practice with real people, see their reactions, feel the awkwardness.

Custom sessions available if your industry has specific challenges. Healthcare feedback is different from retail feedback is different from office feedback.

The goal isn't to make you perfect at giving feedback. The goal is to make you better at it. And more comfortable with the whole process.

Because at the end of the day, good feedback helps people grow. Bad feedback just makes everyone miserable.

And there's enough misery in most workplaces already.

Ready to stop avoiding those difficult conversations?

Get in touch. We'll help your team get better at this stuff. Melbourne, Sydney, Brisbane, Perth wherever you are, we can help.

Because someone has to have these conversations. Might as well do them properly.