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CASE 1

Situation 1: The employee does not meet deadlines for completing tasks

Description of the situation: An employee frequently fails to complete tasks on time, which negatively impacts the team's work.

Manager’s feedback:

You missed your deadline again. You need to stop pushing deadlines and start working faster / more responsibly / more predictably.

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CASE 1. Сonstructive feedback examples

Situation: An employee fails to meet deadlines for completing tasks

S ( Situation): Last week I noticed that you requested extensions to complete three projects.
B ( Behavior): You repeatedly asked for extensions on assignment deadlines when they were already due.
I ( Consequences): This resulted in a delay in the project and created additional difficulties for the team.
A ( Action): Let's discuss what you can change about your time management to avoid similar situations in the future.

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CASE 2

Situation 2: An employee consistently drops team meetings

Description of the situation:

An employee regularly misses team meetings, which leads to a deterioration in the team atmosphere (as if team meetings are unimportant), misalignment, and poor communication within the team.

Manager’s feedback:

You're constantly missing meetings. This can't happen again, or there will be consequences.

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CASE 2. Сonstructive feedback examples

Situation: Employee consistently drops team meetings

Description of the situation: An employee regularly misses team meetings, which leads to a deterioration in the team atmosphere (as if team meetings are unimportant), a lack of important information, and deterioration of communication within the team.

S ( Situation): You missed three team meetings last week.
B ( Behavior): You didn't warn me or your colleagues that you would be gone.
I ( Consequences): This resulted in you missing important information and slowing down the team's work process with specific projects.
A ( Action): Please try to attend all future meetings. If you have scheduling conflicts, please let me know in advance.

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CASE 3

Situation: The employee is heavily overloaded and on the verge of burnout.

Description of the situation:

An employee works long hours, appears overloaded, interest and engagement are declining, and the manager is worried that the employee will quit.

Manager’s feedback:

Stop working so much. Do only the most important and urgent things . Take a time management course.

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CASE 3. Сonstructive feedback examples

Situation: The employee is heavily overloaded and on the verge of burnout.

Description of the situation: An employee works long hours, appears overloaded, interest and engagement are declining, and the manager is worried that the employee will quit.

S ( Situation): I noticed that you started working in the evenings and on weekends you haven’t taken a vacation for over a year.

B ( Behavior): You work 24/7.

I ( Consequences): This can lead to burnout, mistakes, loss of motivation, decreased efficiency.

A ( Action): Let's review your schedule and find ways to better manage your time and tasks.

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CASE 4

Situation: An employee is failing to deliver KPIs

Description of the situation:

An employee regularly fails to hit his/her targets, shows results below expectations and lags the team behind

Manager’s feedback:

You're constantly failing at your job, you've let everyone down again. This can't happen again, otherwise we'll look for your replacement.

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CASE 4. Сonstructive feedback examples

Situation: An employee who is failing to perform his duties

Description of the situation:

An employee regularly fails to hit his/her targets, shows results below expectations and lags the team behind

S ( Situation): Over the past month, you have failed to complete several tasks on time , and one task was completed without the desired result.

B ( Behavior): You haven’t changed anything in your work process despite regular feedback.

I ( Consequences): This slows down the team's work and causes delays.

A ( Action): Let's discuss how I can help you improve your performance and where you see challenges.

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CASE 5

Situation: Employee is sensitive to feedback

Description of the situation:

The employee reacts negatively to developmental feedback and constructive criticism, which hinders his professional development and affects work efficiency

Manager’s feedback:

You always react negatively to feedback, and it's preventing you from achieving the desired outcomes. You need to learn from feedback and calm down; no one will eat you up.

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CASE 5. Сonstructive feedback examples

Situation: Employee is sensitive to feedback

Description of the situation:

The employee reacts negatively to developmental feedback and constructive criticism, which hinders his professional development and affects work efficiency

S ( Situation): In the past 1-1 session when we talked about your performance you started shouting and left the room.

B ( Behavior): I see that you act very negatively to feedback.

I ( Consequences): This hinders your professional development and affects the team's work.

A ( Action): Let's discuss how we can make the feedback process more comfortable for you.

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CASE 6

Situation: The employee’s behavior creates difficulties in the team.

Description of the situation:

An employee exhibits negative behavior, affecting the team's morale, does not follow team rules, spreads rumors, and undermines the authority of the manager.

Manager’s feedback:

You're constantly behaving terribly and disobeying the rules. You're spreading rumors and undermining my authority with the team. If you don't stop this immediately, there will be serious consequences.

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CASE 6. Сonstructive feedback examples

Situation: The employee’s behavior creates difficulties in the team.

Description of the situation:

An employee exhibits negative behavior, affecting the team's morale, does not follow team rules, spreads rumors, and undermines the authority of the manager.

S ( Situation): Over the past two weeks, I have noticed several instances of your negative behavior, namely: …
B ( Behavior): You often make negative comments about your colleagues.
I ( Consequences): This has a negative impact on the team's morale.
A ( Action): Let's discuss what's going on and find ways to improve the team atmosphere.

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CASE 7

Situation: An employee was nominated for a promotion, but an important KPI was not met.

Situation Description:

An employee was nominated for a promotion, but during the review process, one of the KPIs was not met. The manager believes it is essential and is affecting performance. The employee is demotivated.

Manager’s feedback:

You won't be able to get a promotion because you failed to meet one of your KPIs. This metric is important, even if you don't think so. Just try to do a better job next time, and everything will work out.

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CASE 7. Сonstructive feedback examples

Situation: An employee was nominated for a promotion, but an important KPI was not met.

S ( Situation): We discussed your promotion plan, and it turned out that one of the key indicators was not met.

B ( Behavior): You expressed the opinion that this KPI is not that important.

I ( Consequences): This has resulted in you feeling demotivated due to being denied a promotion.

A ( Action): Let's discuss the importance of this metric and find ways to achieve it. This will help us bridge the plan for your promotion as we have discussed earlier

Situation Description: An employee was nominated for a promotion, but during the review process, one of the KPIs was not met. The manager believes it is essential and is affecting performance. The employee is demotivated.

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CASE 8

Situation: Employee welcomes feedback, but does’t work differently after.

Description of the situation: The employee happily takes feedback and agrees with recommendations, but in practice continues to do everything his/her own way, without changing his/her behavior and approach to work.

Manager’s feedback:

You constantly agree with my feedback, but then you continue to do things your own way. If you can't follow my guidance, that's a big problem. You should just start doing it my way or just say what you don't like .

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CASE 8. Сonstructive feedback examples

S ( Situation): "Last week we discussed several recommendations for improving your work."
B ( Behavior): "You agreed with my suggestions, but in practice you continued to use the old approach."
I ( Consequences): "This has resulted in the expected improvements in performance not occurring and the team still faces the same problems."
A ( Action): "Let's revisit which specific recommendations are difficult to implement and find ways we can help you adapt to these changes."

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CASE 9

Situation: An experienced employee is in conflict with a newcomer

Situation Description:

An employee has been with the company and the team for a long time, performing well. A new employee joins the team, and a conflict arises with him or her because the more experienced employee positions himself or herself as superior to the newcomer.

Manager’s feedback:

You need to stop bullying the new employee. He's new, and you're obligated to help him, not to show off your superiority. If you continue to behave this way, there will be consequences.

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CASE 9. Сonstructive feedback examples

Situation: An experienced employee is in conflict with a newcomer

Situation Description: An employee has been with the company and the team for a long time, performing well. A new employee joins the team, and a conflict arises with him or her because the more experienced employee positions himself or herself as superior to the newcomer.

S ( Situation): "In recent weeks, I've noticed some friction between you and the new employee, such as..."

B ( Behavior): "You often demonstrate your superiority in conversations with him and criticize his proposals."

I ( Consequences): "This can create tension and make it difficult for the new employee to adapt, which affects the overall atmosphere and effectiveness of the team."

A ( Action): "Please try to be more supportive and open to his ideas. This will help him integrate into the team faster and increase overall productivity."