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Giving feedback is a core part of every manager's job. Employees need to know where they stand and where to go next against expectations and goals, whether those are yours, their own or the organization's.

Good feedback either reinforces what is working or steers problem performance and behavior back on track. There is a big difference, though, between constructive feedback and personal criticism. Opinions, judgment, generalizations, unasked-for advice and loaded questions make people defensive.

This 60-minute webinar on giving effective feedback for performance improvement shows you how to make your feedback specific, factual and constructive, plan and deliver it with a six-step method, and document it properly.


  • Correct common misperceptions about feedback
  • Decide when feedback should be given
  • Make feedback detailed, specific and constructive
  • Plan and deliver feedback using a 6-step method
  • Document feedback properly
  • Adapt your communication style and receive feedback well

  • Misperceptions about feedback
  • When feedback should be given
  • Making feedback detailed and specific
  • Keeping feedback constructive, not destructive
  • Planning and delivering feedback
  • The 6-step method for delivering effective feedback
  • Why documenting feedback matters
  • How your communication style affects feedback
  • Feedback as a two-way process: how to receive feedback

Correcting people is part of a manager's job, yet many managers find it uncomfortable, worry about offending employees, or have seen people turn defensive. Knowing exactly what to say to change behavior or performance is hard.

This session shows managers and supervisors in any industry how to make feedback and criticism more influential and how to balance praise with clear, constructive criticism.


  • All industries

Audrey Halpern is a soft skills training facilitator consultant with 20+ years of experience. Audrey’s is currently a  faculty member of American Management Association where she trains communication skills.

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Nov. 6, 2026

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