How to Give Effective Credit and Criticism in the Workplace
Leadership isn’t just about strategy, targets and results. At its heart, great leadership is a human skill, especially when it comes to giving feedback. Whether we’re recognising someone for strong performance or identifying opportunities for improvement, how we deliver credit and criticism matters. Done well, it promotes growth, psychological safety and stronger working relationships. Done poorly, it can harm morale, increase stress and undermine trust.
Recent UK research is clear that workplace wellbeing depends heavily on the quality of leadership and relationships at work. Around “a quarter of employees report that work negatively affects their mental health” (source - CIPD).
Poor line management is one of the key drivers of this impact. Employees who feel work harms their mental health are less satisfied, more likely to leave and less willing to go above and beyond in their roles.
For leaders and managers, mastering the art of balanced feedback is not optional, it’s a core capability that directly influences both performance and wellbeing.
Balanced Feedback Matters
Feedback is one of the most powerful tools leaders have for shaping performance and fostering development. CIPD research shows that feedback culture plays a central role in performance management and organisational success when done right and can be counterproductive if done poorly.
The way feedback is given affects not just productivity, but employee confidence and psychological safety. Workplaces with strong feedback practices tend to have higher engagement, lower defensiveness and more innovation because employees feel supported rather than judged.
Moreover, managers play a pivotal role in employee wellbeing. A recent study found that nearly 70 percent of UK workers say their manager affects their mental health as much as their partner. (Source – MHFA England).
Managers who lack training in how to hold conversations about performance or wellbeing are less confident and less equipped to support their teams. This means leaders must balance giving recognition and critique in ways that honour both performance and their employees’ personal worth.
The 3-Part Feedback Framework That Works
One highly effective method for structuring feedback combines recognition with improvement guidance and forward-looking encouragement. It helps maintain confidence while still addressing areas for development.
1. Credit and Recognition
Begin with genuine praise for what the person did well. This doesn’t mean empty flattery, it means specific, observed behaviours and outcomes. Recognition strengthens psychological safety, builds trust and ensures the individual feels valued and seen before moving into areas of improvement.
2. Improvement and Constructive Criticism
Once positive contribution is recognised, transition to the area that needs improvement. Focus on the behaviour or outcome, not the person, and phrase it in a way that is supportive rather than punitive. Connect it to impact and future habits rather than past mistakes. Be specific, actionable and clear.
3. Continue Doing / Encouragement
Finally, reinforce what you want to see continue. This helps break up any perceived negativity and closes the conversation on a positive, forward-looking note. It encourages momentum and reinforces confidence.
This three-point approach - positive start, clear improvement insight, and encouragement -creates balanced feedback that honours achievement while supporting growth.
Leadership Tactics That Make Feedback Stick
Effective leaders go beyond one-off comments. They embed feedback into everyday interactions and team culture.
Ongoing Conversations Instead of Annual Reviews
Feedback isn’t just for yearly appraisals. Great leaders make it a normal part of day-to-day collaboration, increasing clarity and reducing the chance of small issues becoming big problems. Frequent feedback also signals that development is a continuous priority, not an afterthought.
Psychological Safety First
Feedback must feel safe for people to hear and act on it. A supportive environment where people trust leaders and feel respected ensures feedback is received as growth-focused rather than threatening. When teams feel psychologically safe, they experiment more, innovate more and show stronger resilience.
Focus on Specific Behaviour, Not Personality
Effective feedback tackles observable behaviours and outcomes rather than personality traits. This keeps discussions grounded and actionable, and avoids personal defensiveness that can erode trust.
Improve Your Leadership Skills
Self-assessment and action is just as important as your employees. Growing your knowledge and skills in areas, such as the skills mentioned in this blog, can be easily found with CMI accredited Leadership and Management training.
Whether you’re new to management or a seasoned leader, relevant leadership training can sharpen your skills and improve your team’s morale and performance.
Conclusion
Giving effective credit and criticism is an art. When leaders structure conversations with respect, clarity and balance, they not only improve performance but also reinforce psychological safety and team wellbeing.
By embracing a three-part feedback approach - recognition, improvement and encouragement - leaders can make every conversation an opportunity for development and trust building. Leaders who master this skill help shape healthier, more productive and more resilient workplaces where people thrive.