Most leaders are comfortable with Acknowledgement and Guidance Feedback.
However, when it comes to Evaluation Feedback, confidence drops. In fact, only 7% of leaders in my research felt comfortable offering it.
Peta led a team where feedback was avoided. After going through the Feedback Fitness workshop, she realised her team wanted more Evaluation Feedback—especially with a restructure on the horizon. They weren’t looking for comfort; they wanted clarity.
And Peta? She was ready to lead that conversation.
Before the workshop, 40% of the team found Evaluation Feedback the most useful.
Afterward? That jumped to 80%.
Here’s what I asked the team, before and after the Feedback Fitness Workshop:
When receiving feedback, which type do you consider most useful to improve your performance at work?
Even if you’re not confident with Evaluation Feedback, your team might find it the most useful. Talk about it. Demystify it. Help them feel safe receiving it.
Want help building your confidence with Evaluation Feedback? Let’s talk. Because confident conversations drive performance.