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30 presentation feedback examples

Jump to section

You're doing great

You should think of improving

Tips to improve

3 things to look for when providing presentation feedback

3 tips for giving effective feedback.

We’re all learning as we go. 

And that’s perfectly OK — that’s part of being human. On my own personal growth journey, I know I need to get better at public speaking and presenting. It’s one of those things that doesn’t necessarily come naturally to me. 

And I know there are plenty of people in my shoes. So when it comes to presenting in the workplace, it can be intimidating. But there’s one thing that can help people continue to get better at presentations: feedback . 

The following examples not only relate to presentations. They can also be helpful for public speaking and captivating your audience. 

You’re doing great 

• You really have the natural ability to hand out presentation material in a very organized way! Good job!
• Your presentations are often compelling and visually stunning. You really know how to effectively captivate the audience. Well done!
• You often allow your colleagues to make presentations on your behalf. This is a great learning opportunity for them and they often thrive at the challenge.
• Keeping presentations focused on key agenda items can be tough, but you’re really good at it. You effectively outline exactly what it is that you will be discussing and you make sure you keep to it. Well done!!
• You created downloadable visual presentations and bound them for the client. Excellent way to portray the company! Well done!
• Your content was relevant and your format was visually appealing and easy to follow and understand. Great job! You’re a real designer at heart!
• You always remain consistent with the way you present and often your presentations have the same style and layout. This is great for continuity. Well done!
• You always remain consistent with every presentation, whether it be one on ones, small group chats, with peers, direct reports, and the company bosses. You have no problem presenting in any one of these situations. Well done!
• You are an effective presenter both to employees and to potential clients. When controversial topics come up, you deal with them in a timely manner and you make sure these topics are fully dealt with before moving on. Well done!
• You effectively command attention and you have no problem managing groups during the presentation.

You should think of improving 

• You’re a great presenter in certain situations, but you struggle to present in others. Try to be more consistent when presenting so that you get one single-minded message across. This will also help you broaden your presentation skills by being able to portray one single idea or message.
• You tend to be a little shy when making presentations. You have the self-confidence in one-on-one conversations , so you definitely have the ability to make compelling presentations. Come on! You can do it!
• During presentations, there seems to be quite a lack of focus . I know it can be difficult to stick to the subject matter, however you need to in order for people to understand what the presentation is about and what is trying to be achieved.
• To engage with your audience and make them attentively listen to what you have to say, you need to be able to use your voice in an effective manner to achieve this. Try to focus on certain words that require extra attention and emphasis these words during your presentation.
• Knowing your audience is critical to the success of any presentation. Learn to pick up on their body language and social cues to gauge your style and tone. Listen to what your audience has to say and adjust your presentation accordingly.

• During presentations, it’s expected that there will be tough questions . Try to prepare at least a couple of days before the time so that you can handle these questions in an effective manner.
• To be an effective presenter you need to be able to adjust to varying audiences and circumstances. Try learning about who will be in the room at the time of the presentation and adjust accordingly.
• Remember not to take debate as a personal attack. You tend to lose your cool a little too often, which hinders the discussion and people feel alienated. You can disagree without conflict .
• The only way you are going to get better at public speaking is by practicing, practicing, practicing. Learn your speech by heart, practice in the mirror, practice in front of the mirror. Eventually, you’ll become a natural and you won't be afraid of public speaking any longer.
• Your presentations are beautiful and I have no doubt you have strong presentation software skills. However, your content tends to be a bit weak and often you lack the substance. Without important content, the presentation is empty.

Tips to improve 

• Remember it’s always good to present about the things you are passionate about . When you speak to people about your passions they can sense it. The same goes for presentations. Identify what it is that excites you and somehow bring it into every presentation. it’ll make it easier to present and your audience will feel the energy you portray.
• Sometimes it can be easier to plan with the end result in mind. Try visualizing what it is you are exactly expecting your audience to come away with and develop your presentation around that.
• Simplicity is a beautiful thing. Try to keep your presentations as simple as possible. Make it visually appealing with the least amount of words possible. Try interactive pictures and videos to fully immerse your audience in the presentation.
• It’s a fine balance between winging the presentation and memorizing the presentation. If you wing it too much it may come across as if you didn't prepare. If you memorize it, the presentation may come off a bit robotic. Try to find the sweet spot, if you can.
• When presenting, try to present in a way that is cause for curiosity . Make people interested in what you have to say to really captivate them. Have a look at some TED talks to get some tips on how you can go about doing this.
• Remember presentations should be about quality, not quantity. Presentations that are text-heavy and go on for longer than they should bore your audience and people are less likely to remember them.
• Try to arrive at every staff meeting on time and always be well prepared. This will ensure that meetings will go smoothly in the future.
• Remember to respect other people's time by always arriving on time or five minutes before the presentation.
• Remember to ask the others in the meeting for their point of view if there are individuals during presentations.
• If you notice presentations are deviating off-topic, try to steer it back to the important topic being discussed.

Presentation feedback can be intimidating. It’s likely the presenter has spent a good deal of time and energy on creating the presentation.

As an audience member, you can hone in on a few aspects of the presentation to help frame your feedback. If it's an oral presentation, you should consider also audience attention and visual aids.

It’s important to keep in mind three key aspects of the presentation when giving feedback. 

Communication

• Were the key messages clear? 
• Was the speaker clear and concise in their language?
• Did the presenter clearly communicate the key objectives? 
• Did the presenter give the audience clear takeaways? 
• How well did the presenter’s voice carry in the presentation space? 

Delivery 

• Was the presentation engaging? 
• How well did the presenter capture their audience? 
• Did the presenter engage employees in fun or innovative ways? 
• How interactive was the presentation? 
• How approachable did the presenter appear? 
• Was the presentation accessible to all? 

Body language and presence 

• How did the presenter carry themselves? 
• Did the presenter make eye contact with the audience? 
• How confident did the presenter appear based on nonverbal communication? 
• Were there any nonverbal distractions to the presentation? (i.e. too many hand gestures, facial expressions, etc.)  

There are plenty of benefits of feedback . But giving effective feedback isn’t an easy task. Here are some tips for giving effective feedback. 

1. Prepare what you’d like to say 

I’m willing to bet we’ve all felt like we’ve put our foot in our mouth at one point or another. Knee-jerk, emotional reactions are rarely helpful. In fact, they can do quite the opposite of help. 

Make sure you prepare thoughtfully. Think through what feedback would be most impactful and helpful for the recipient. How will you word certain phrases? What’s most important to communicate? What feedback isn’t helpful to the recipient? 

You can always do practice runs with your coach. Your coach will serve as a guide and consultant. You can practice how you’ll give feedback and get feedback … on your feedback. Sounds like a big loop, but it can be immensely helpful. 

2. Be direct and clear (but lead with empathy) 

Have you ever received feedback from someone where you’re not quite sure what they’re trying to say? Me, too. 

I’ve been in roundabout conversations where I walk away even more confused than I was before. This is where clear, direct, and concise communication comes into play. 

Be clear and direct in your message. But still, lead with empathy and kindness . Feedback doesn’t need to be harsh or cruel. If it’s coming from a place of care, the recipient should feel that care from you. 

3. Create dialogue (and listen carefully) 

Feedback is never a one-way street. Without the opportunity for dialogue, you’re already shutting down and not listening to the other person. Make sure you’re creating space for dialogue and active listening . Invite questions — or, even better, feedback. You should make the person feel safe, secure, and trusted . You should also make sure the person feels heard and valued. 

Your point of view is just that: it's one perspective. Invite team members to share their perspectives, including positive feedback . 

You might also offer the recipient the opportunity for self-evaluation . By doing a self-evaluation, you can reflect on things like communication skills and confidence. They might come to some of the same important points you did — all on their own.

Now, let’s go practice that feedback 

We're all learners in life.

It's OK to not be perfect . In fact, we shouldn't be. We're perfectly imperfect human beings, constantly learning , evolving, and bettering ourselves. 

The same goes for tough things like presentations. You might be working on perfecting your students' presentation. Or you might want to get better at capturing your audience's attention. No matter what, feedback is critical to that learning journey . 

Even a good presentation has the opportunity for improvement . Don't forget the role a coach can play in your feedback journey.

Your coach will be able to provide a unique point of view to help you better communicate key points. Your coach can also help with things like performance reviews , presentation evaluations, and even how to communicate with others.

Understand Yourself Better:

Big 5 Personality Test

Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

How to not be nervous for a presentation — 13 tips that work (really!)

6 presentation skills and how to improve them, josh bersin on the importance of talent management in the modern workplace, how to give a good presentation that captivates any audience, 8 clever hooks for presentations (with tips), how to make a presentation interactive and exciting, reading the room gives you an edge — no matter who you're talking to, the self presentation theory and how to present your best self, coaching insider: trusting your team as a new manager, 30 communication feedback examples, 30 leadership feedback examples for managers, your guide to what storytelling is and how to be a good storyteller, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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Effective Presentation Feedback: Examples, Importance, and Tips

• By Judhajit Sen
• August 7, 2024

Learning how to give a good presentation isn’t a talent; it’s a skill that requires time and presentation practice. The same goes for giving feedback. If you’re a manager or leader, your feedback can significantly improve a speaker’s performance and boost their confidence.

Continuous improvement starts with consistent feedback. Providing feedback, positive or otherwise, is crucial for ongoing growth. Everyone is on a journey of personal and professional development, and asking presentation feedback questions is a key part of that process.

Many people find public speaking and presenting intimidating, but feedback can help them get better. It highlights areas for improvement and reinforces strengths. Without feedback, growth is slow, and bad habits can become ingrained.

Feedback targets key aspects of performance, helping individuals focus on specific skills in an organized manner. It drives personal and professional growth by providing clear guidance and structure. Continuous feedback ensures that improvement is ongoing, making the learning process more effective.

Key Takeaways

• Feedback Drives Improvement: Providing consistent feedback helps speakers refine their skills, boost confidence, and address both strengths and weaknesses.
• Engage Your Audience: Collect feedback through presentation feedback sheets and forms or direct interaction to gauge engagement and improve future presentations.
• Balance Positive and Negative Feedback: Use specific PowerPoint presentation feedback examples to highlight what went well and offer practical advice for areas needing improvement.
• Receive Feedback Openly: Listen carefully, avoid taking feedback personally, and reflect on it to make meaningful changes in your presentation skills.

Importance of Presentation Feedback

Evaluation for a presentation is essential for several reasons. Firstly, it serves as a gauge for audience engagement . While we might think our presentations are perfect, there’s always room for improvement. Feedback, whether positive or negative, helps us grow. If you complete a presentation and receive no feedback, it might not be a sign of perfection but rather an indication that the audience was disengaged. Without their attention, they can’t provide feedback.

To avoid this, make it easier for your audience to engage and provide feedback on a presentation example. Consider using feedback forms to collect responses. These tools allow your audience to share their thoughts conveniently. Additionally, direct interaction can be beneficial. If there’s an opportunity to chat with attendees after the presentation, don’t hesitate to ask for their feedback. Most people are willing to help.

Secondly, feedback directly contributes to improving your public speaking skills. When people provide feedback, they often comment on your delivery or slides. You might hear things like, “You command attention well,” or “Your slides could be more visually appealing.” Candid criticism, such as, “Your facial expressions were distracting,” is also valuable. 

It’s crucial to actively seek, receive, and act on this feedback. By addressing the comments and suggestions, you can enhance both your presentation skills and the quality of your slides. Continuous improvement through feedback leads to better presentations and a more engaged audience.

Presentation Feedback Examples

Positive Feedback

Positive feedback in presentations highlights the strengths of the speaker and their effective delivery. It should:

Acknowledge Strengths: Point out what the speaker did well.

Provide Specific Examples: Mention moments that exceeded expectations.

Having good things to say about a presentation is about recognizing the speaker’s efforts beyond basic expectations. Instead of generic praise like “Good job!” specify how:

– The presentation flowed logically, enhancing audience understanding.

– Detailed research strengthened the presentation’s credibility.

– Inclusion of relevant slides demonstrated audience awareness.

– Engaging icebreakers established authority and captured attention.

– Complex topics were simplified for better audience comprehension.

– Real-life examples made the topic relatable and significant.

– Visual aids effectively supported key points, maintaining audience focus.

– Interactive elements encouraged audience engagement and clarity.

– Professional yet passionate delivery sustained audience interest.

– Conclusion effectively summarized key points while encouraging further exploration.

– Attention to detail in slides and delivery enhanced overall impact.

– Confident body language underscored authority and engagement.

– Additional resources provided enriched learning opportunities for all audience members.

Recognizing these specific strengths helps speakers refine their skills and deliver even stronger presentations in the future.

Constructive Feedback

Constructive feedback focuses on areas that need help while offering guidance on how to address those issues in future presentations. The goal is to build up the speaker, not tear them down, by highlighting specific weaknesses and providing practical advice.

When giving candid feedback, it’s important to focus on the presentation, not the presenter. If you notice a recurring problem, provide a few examples instead of pointing out every instance. Asking the speaker about their thought process before critiquing their slides or speech can help identify knowledge gaps.

Here are some examples of constructive feedback for a presentation:

Engage the Audience: Start with a thought-provoking question or an interesting statistic to grab the audience’s attention right away.

Eye Contact: Making eye contact helps connect with the audience and boosts your confidence.

Clarity and Pace: Speak with clarity and at a slower pace. Recording yourself and listening back can help you improve.

Interactive Elements: Include time for audience questions to make the presentation more engaging.

Audience Knowledge: Tailor your content to the audience’s knowledge level. Remove unnecessary parts and focus on what’s relevant.

Presentation Structure: Organize your presentation from general to specific to make it easier to follow.

Real-World Examples: Use real-world examples to make your points more relatable and understandable.

Visuals: Balance text and visuals on your slides to maintain audience interest.

Humor and Media: Use humor and GIFs sparingly to enhance transitions, not distract from the content.

Confidence and Preparation: Practice regularly and consider a script or outline to keep on track and improve pacing.

Additionally, understand your audience’s body language and social cues to adjust your presentation style and tone. Preparing for tough questions and remaining calm during debates can help maintain a positive discussion. Practicing consistently will build your confidence and improve your overall presentation skills.

Candid feedback on how to perform a presentation is about continuous improvement, helping speakers refine their skills and deliver more impactful presentations in the future.

Things to Look for When Providing Presentation Feedback

Giving feedback on a presentation can seem daunting, but breaking it down into specific areas can make the process easier and more effective. Here are key aspects to consider:

Understanding: Did the speakers know who their audience was?

Context: Was the amount of context provided suitable for the audience’s knowledge level?

Engagement: Did the speaker allow time for audience questions?

Tone: Was the presentation’s tone appropriate for the audience?

Body Language and Presence

Approachability: Did the speaker appear approachable and confident?

Clarity: Was the speaker speaking clearly and at a good pace?

Eye Contact: Did the presenter make eye contact with the audience?

Nonverbal Cues: Were the presenter’s nonverbal cues appropriate and not distracting?

Clarity: Was the information clear, specific, and easy to understand?

Relevance: Was the material relevant to the topic and audience?

Examples: Did the presenter include real-world examples to illustrate points?

Relevance: Were the visuals relevant to the content?

Clarity: Were the visuals easy to see and understand?

Balance: Was there a good balance between text and visuals?

Professionalism: Did the slides look professional and well-designed?

Communication

Key Messages: Were the key messages clear and concise?

Objectives: Did the presenter clearly communicate the objectives of the presentation?

Takeaways: Did the presenter provide clear takeaways for the audience?

Voice: How well did the presenter’s voice carry in the presentation space?

Engagement: Was the presentation engaging and interactive?

Capturing Attention: How well did the presenter capture and maintain audience attention?

Accessibility: Was the presentation accessible to all audience members?

Using a checklist based on these categories can help you provide structured and transparent feedback on the quality of a presentation, highlighting both strengths and areas for improvement.

Tips to Give Effective Presentation Feedback

Giving effective feedback on presentations is a skill that takes practice to master. Here are some tips to help you provide constructive and positive feedback to presenters:

Prepare What You’d Like to Say  

Before giving feedback, think carefully about what you want to communicate. Prepare your thoughts to avoid knee-jerk reactions that can be unhelpful. Practice your feedback with a coach if possible to ensure clarity and effectiveness.

Use the Feedback Sandwich

Start with something positive, then offer candid feedback, and end with another positive comment. This method helps balance your feedback and shows the presenter what they did well.

Be Specific and Concrete  

Use specific examples from the presentation when giving feedback. Avoid vague comments like “ improve your communication skills .” Instead, say, “I suggest adding a slide with key agenda items to help the audience follow along.”

Focus on Behavior, Not Personality  

Address actions and behaviors rather than personal traits. For example, instead of saying, “You seemed nervous,” say, “I noticed that you were fidgeting, which can be distracting.”

Use “I” Statements  

Frame your feedback with “I” statements to make it clear that you’re sharing your perspective. For instance, say, “I felt the presentation could benefit from more examples.”

Give feedback as soon as possible after the presentation. This ensures that the details are fresh in your mind and provides more accurate and helpful feedback.

Offer Solutions or Suggestions

When pointing out areas for improvement, offer actionable advice. For example, “I recommend practicing with a friend to improve your pacing.”

Create Dialogue

Encourage a two-way conversation by asking the presenter for their thoughts on their performance. This helps them reflect on their strengths and areas for improvement.

Lead with Empathy

Be clear and direct, but also kind. Feedback should come from a place of care and support, making the recipient feel valued.

Check in with the presenter after some time to see how they are progressing. Offer continued support and share any positive changes you’ve noticed.

Choose the Right Setting

Provide feedback in a private and comfortable setting where the presenter feels safe to receive and discuss it.

End on a Positive Note  

Finish with a sincere compliment to reinforce positive behaviors and encourage growth. For example, “I was really impressed with your opening—it grabbed everyone’s attention.”

By following these tips, you can give feedback that is constructive, supportive, and effective, helping presenters improve their skills and confidence.

Tips to Constructively Receive Presentation Feedback

Once you’ve learned how to give good feedback, it’s time to focus on receiving it. Here’s how to make the most of feedback after your presentation:

Pay Close Attention

When you ask for feedback, stop talking and listen. Avoid justifying your actions or steering the conversation. Simply listen to what the person has to say.

Don’t Take it Personally

Pay attention to how you respond to feedback, including your body language and facial expressions. Don’t take feedback personally, as this might make the person giving it feel like they’re hurting your feelings. This can lead to less honest feedback, which isn’t helpful. Create an environment that allows honest and constructive dialogue.

Be Open-minded

To grow, be open to all feedback you receive. Closing yourself off from feedback hinders your progress and development. Embrace feedback as a chance to improve.

Understand the Message

Before making any changes based on feedback, ensure you fully understand the message. Avoid changing something that’s working well. Confirm that you’re addressing the right issues before taking action.

Reflect & Process

After receiving feedback, take time to reflect and process it. Compare the feedback with your own self-evaluation. Look for differences between your perspective and the feedback you received. Remember, no presentation is perfect, and it’s challenging to meet everyone’s expectations.

Always follow up after receiving feedback. This shows you value the input and are committed to improvement. It also demonstrates that you’ve taken action based on their advice.

Wrap-up: Presentation Feedback

Presentation feedback is crucial for improvement and confidence building. It involves both positive and constructive elements that help speakers refine their skills. Positive feedback highlights what went well, offering specific praise to reinforce strengths and encourage continued success. Constructive feedback, on the other hand, focuses on areas for growth, providing actionable advice to address weaknesses. This balanced approach ensures ongoing development and enhances presentation quality.

Effective feedback should be specific, timely, and empathetic, aiming to support rather than criticize. By actively seeking and integrating feedback, presenters can enhance their delivery, engage their audience better, and continuously improve their skills. Embracing feedback as a tool for growth helps transform challenges into opportunities for learning and achievement.

Frequently Asked Questions (FAQs)

1. Why is feedback important for presentations?  

Feedback helps improve presentation skills by highlighting strengths and areas needing improvement. It boosts confidence and ensures ongoing growth, making presentations more effective and engaging.

2. How can you provide effective feedback to a speaker?  

Focus on specific behaviors and provide actionable advice. Use examples from the presentation, offer solutions, and maintain a supportive tone to help the speaker improve without discouraging them.

3. What is the best way to receive feedback?  

Listen carefully without getting defensive. Be open-minded, understand the feedback fully, and reflect on it before making changes. Following up shows you value the input and are committed to improvement.

4. How can I make feedback easier for my audience to give?  

Use feedback forms or engage directly with your audience after the presentation. This makes it convenient for them to share their thoughts and ensures you get valuable insights for improvement.

Elevate Your Presentation Skills with Expert Feedback

At Prezentium, we understand that effective presentation feedback is essential for growth and improvement. Whether you’re refining your skills or seeking to make a lasting impression, our AI-powered services can make a difference. Our Overnight Presentations service ensures you receive expertly designed, visually compelling presentations. For ongoing improvement, our Accelerators team transforms your ideas and notes into polished presentations and custom templates. And with Zenith Learning , we offer interactive workshops that combine structured problem-solving with visual storytelling to enhance your communication skills.

Don’t let feedback intimidate you—let it be a tool for excellence. Partner with Prezentium to receive the insights and support you need to shine. Contact us today to see how we can help you deliver outstanding presentations and continuously improve your skills.

Why wait? Avail a complimentary 1-on-1 session with our presentation expert. See how other enterprise leaders are creating impactful presentations with us.

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Blog > Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

10.26.20   •  #powerpoint #feedback #presentation.

Do you know whether you are a good presenter or not? If you do, chances are it's because people have told you so - they've given you feedback. Getting other's opinions about your performance is something that's important for most aspects in life, especially professionally. However, today we're focusing on a specific aspect, which is (as you may have guessed from the title): presentations.

The importance of feedback

Take a minute to think about the first presentation you've given: what was it like? Was it perfect? Probably not. Practise makes perfect, and nobody does everything right in the beginning. Even if you're a natural at speaking and presenting, there is usually something to improve and to work on. And this is where feedback comes in - because how are you going to know what it is that you should improve? You can and should of course assess yourself after each and every presentation you give, as that is an important part of learning and improvement. The problem is that you yourself are not aware of all the things that you do well (or wrong) during your presentation. But your audience is! And that's why you should get audience feedback.

Qualities of good Feedback

Before we get into the different ways of how you can get feedback from your audience, let's briefly discuss what makes good feedback. P.S.: These do not just apply for presentations, but for any kind of feedback.

• Good feedback is constructive, not destructive. The person receiving feedback should feel empowered and inspired to work on their skills, not discouraged. You can of course criticize on an objective level, but mean and insulting comments have to be kept to yourself.
• Good feedback involves saying bot what has to be improved (if there is anything) and what is already good (there is almost always something!)
• After receiving good feedback, the recipient is aware of the steps he can and should take in order to improve.

Ways of receiving / giving Feedback after a Presentation

1. print a feedback form.

Let's start with a classic: the feedback / evaluation sheet. It contains several questions, these can be either open (aka "What did you like about the presentation?") or answered on a scale (e.g. from "strongly disagree" to "strongly agree"). The second question format makes a lot of sense if you have a large audience, and it also makes it easy to get an overview of the results. That's why in our feedback forms (which you can download at the end of this post), you'll find mainly statements with scales. This has been a proven way for getting and giving valuable feedback efficiently for years. We do like the feedback form a lot, though you have to be aware that you'll need to invest some time to prepare, count up and analyse.

• ask specifically what you want to ask
• good overview of the results
• anonymous (people are likely to be more honest)
• easy to access: you can just download a feedback sheet online (ours, for example, which you'll find at the end of this blog post!)
• analysing the results can be time-consuming
• you have to print out the sheets, it takes preparation

2. Online: Get digital Feedback

In the year 2020, there's got to be a better way of giving feedback, right? There is, and you should definitely try it out! SlideLizard is a free PowerPoint extension that allows you to get your audience's feedback in the quickest and easiest way possible. You can of course customize the feedback question form to your specific needs and make sure you get exactly the kind of feedback you need. Click here to download SlideLizard right now, or scroll down to read some more about the tool.

• quick and easy to access
• easy and fast export, analysis and overview of feedback
• save feedback directly on your computer
• Participants need a working Internet connection (but that usually isn't a problem nowadays)

3. Verbal Feedback

"So, how did you like the presentation?", asks the lecturer. A few people in the audience nod friendly, one or two might even say something about how the slides were nice and the content interesting. Getting verbal feedback is hard, especially in big groups. If you really want to analyse and improve your presentation habits and skills, we recommend using one of the other methods. However, if you have no internet connection and forgot to bring your feedback sheets, asking for verbal feedback is still better than nothing.

• no prerequisites
• open format
• okay for small audiences
• not anonymous (people might not be honest)
• time consuming
• no detailed evaluation
• no way to save the feedback (except for your memory)
• not suitable for big audiences

Feedback to yourself - Self Assessment

I've mentioned before that it is incredibly important to not only let others tell you what went well and what didn't in your presentation. Your own impressions are of huge value, too. After each presentation you give, ask yourself the following questions (or better yet, write your answers down!):

• What went wrong (in my opinion)? What can I do in order to avoid this from happening next time?
• What went well? What was well received by the audience? What should I do more of?
• How was I feeling during this presentation? (Nervous? Confident? ...)

Tip: If you really want to actively work on your presentation skills, filming yourself while presenting and analysing the video after is a great way to go. You'll get a different view on the way you talk, move, and come across.

Digital Feedback with SlideLizard

Were you intrigued by the idea of easy Online-feedback? With SlideLizard your attendees can easily give you feedback directly with their Smartphone. After the presentation you can analyze the result in detail.

• type in your own feedback questions
• choose your rating scale: 1-5 points, 1-6 points, 1-5 stars or 1-6 stars;
• show your attendees an open text field and let them enter any text they want

Note: SlideLizard is amazing for giving and receiving feedback, but it's definitely not the only thing it's great for. Once you download the extension, you get access to the most amazing tools - most importantly, live polls and quizzes, live Q&A sessions, attendee note taking, content and slide sharing, and presentation analytics. And the best thing about all this? You can get it for free, and it is really easy to use, as it is directly integrated in PowerPoint! Click here to discover more about SlideLizard.

Free Download: Printable Feedback Sheets for Business or School Presentations

If you'd rather stick with the good old paper-and-pen method, that's okay, too. You can choose between one of our two feedback sheet templates: there is one tailored to business presentations and seminars, and one that is created specifically for teachers assessing their students. Both forms can be downloaded as a Word, Excel, or pdf file. A lot of thought has gone into both of the forms, so you can benefit as much as possible; however, if you feel like you need to change some questions in order to better suit your needs, feel free to do so!

Feedback form for business

Template as PDF, Word & Excel - perfect for seminars, trainings,...

Feedback form for teachers (school or university)

Template as PDF, Word & Excel - perfect for school or university,...

Where can I find a free feedback form for presentations?

There are many templates available online. We designed two exclusive, free-to-download feedback sheets, which you can get in our blog article

What's the best way to get feedback for presentations?

You can get feedback on your presentations by using feedback sheets, asking for feedback verbally, or, the easiest and fastest option: get digital feedback with an online tool

Related articles

About the author.

Pia Lehner-Mittermaier

Pia works in Marketing as a graphic designer and writer at SlideLizard. She uses her vivid imagination and creativity to produce good content.

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The big SlideLizard presentation glossary

Co-located audience.

Co-located Audience means that the speaker talks to the audience in person. It is used verbal and non-verbal methods to communicate a message. The speaker makes gestures with their hands, changes their face expression and shows images.

Keynote is a programme which, like PowerPoint, is used to create digital screen presentations. It is mainly used by Apple users.

External Communication

External communication is the exchange of information between two organisations. For example, it can be an exchange with customers, clients or traders. Feedback from a customer also counts as external communication.

PowerPoint Online

PowerPoint Online is the web version of PowerPoint. You can present and edit your PowerPoint presentation with it, without having PowerPoint installed on your computer. It's only necessary to have a Microsoft - or a Microsoft 365 account.

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How To Give & Receive Constructive Presentation Feedback

Table of contents, why feedback is important.

We’ve heard it before, to never stop learning. To strive for continuous growth and personal improvement. As intuitive as it sounds, it can be harder than expected.

How do you know what to improve on or why to improve on certain key points? Our personal bias of performance and fear of failure blinds us from our weaknesses. You pinpoint what needs improvement based on feedback.

Feedback is important because it promotes personal and professional growth by targeting key aspects of one’s performance. With ongoing constructive feedback, an individual is able to hone in on individual skill sets in a very organized way.

Without feedback, the progression of growth is slowed. Bad habits are often overlooked and become permanent habits and giving up is more likely to occur as proper structure and guidance isn’t given.

At Presentation Geeks, we’ve completed multiple presentation designs for some of the world’s best speakers and companies . We’ve created downloadable visual presentations , sizzle reels , e-learning solutions and business forecasts reports. What we’re trying to say is we’ve seen it all. By seeing it all, we’ve also heard it all. Feedback is second nature to us and one of the foundational blocks in which our business is built upon. We know how important receiving and giving feedback is.

With that being said, we’ve outlined and gone into more detail on two reasons why feedback is important.

Gauges Audience Engagement

Feedback is important because it can be used as a gauge for audience engagement.

As perfect as we’d like to think we are, everyone has an opportunity to grow. Even a good presentation has at least a couple of things in which it can improve on. With opportunities to grow means feedback to be received. There will always be feedback to receive whether positive or negative.

If you have just completed a presentation and request feedback but receive none, you might think to yourself, “Excellent! There is absolutely nothing I need to improve on.” which unfortunately can mean quite the opposite.

Receiving no feedback could be an indication that you lost the audience’s attention. How can they provide feedback when they weren’t even listening to begin with?

Before jumping to the worst case scenario, there are a few things you can do to help weed out whether your presentation was not engaging .

First, try adding easier ways for the audience to engage with you and provide feedback. By having audience members sign-up online, you can get their email address and follow up with a feedback form such as SurveyMonkey .

Feedback forms are great because it allows the audience to easily provide feedback without needing to go out of their way to do it.

You might also take the approach of getting direct feedback. If there is an opportunity after the presentation to interact with the crowd and break off into small group chats, don’t be afraid to ask for feedback. Most people are more than happy to provide feedback and want to!

Improves Presentation Skills

Asking for feedback will also help improve your presentation skills .

When people are asked to give feedback on a presentation, most of the feedback you will receive will be on your delivery or the slides.

You’ll receive feedback such as, “You effectively command attention.” or, “Your slides could be more visually appealing.” or, “You overdid it on the facial expressions and they became a bit distracting.”.

The feedback you’ll receive will be both positive and negative. Don’t forget, it’s up to you to ask for the feedback, receive the feedback and take action on it. By taking action on the feedback as it relates to your presentation skills or your presentation slides, you’ll ultimately improve on your presentation skills.

Now that we know why feedback is important, let’s go over how to give and receive feedback.

How To Give Constructive Presentation Feedback

People are always looking for feedback yet not enough people give honest, good, constructive feedback. The feedback received is rarely helpful.

Giving constructive presentation feedback is an art you should master. By being able to not only receive constructive criticism, but give it as well, you’ll get a better appreciation for other people’s presentation skills and reflect upon yours. It will make navigating your own feedback journey easier.

Below you’ll find ways on how to give constructive feedback next time you’re asked.

Focus On Behaviour, Not The Person

When giving feedback, make sure it’s on the skills a person can control and change such as their behaviour rather than themselves as a person.

When you give feedback which targets a person’s character rather than their behaviour, they’ll become defensive and the feedback comes across as harsh criticism rather than constructive feedback.

Be Actionable

When giving feedback, follow up with an actionable item the person can do to work towards improving.

For example, if you felt their presentation didn’t flow well and you were lost as an audience member, don’t just leave it at that. Expand upon your comment by suggesting they add a slide outlining key agenda items. Take it a step further and explain why you suggested this.

You may say, ” I would suggest adding a slide which outlines key objectives because it will give the audience clear takeaways as to what to expect throughout the presentation. This is something I felt was missing.”

This is an actionable item someone can take away and implement and you’ve backed it up with a strong reason as to why they should do it.

Be Specific

Make sure the feedback you’re providing is specific.

Don’t just say someone needs to improve their communication skills. Be specific!

You could frame the feedback in a way that targets different forms of communication. You could pinpoint to their body language or their oral presentation. Both are forms of communication skills and without being specific, they wouldn’t know what to improve upon.

Be Realistic

Learning and growing is an ongoing progression. We can’t go from 0 – 100 overnight. We need to set realistic boundaries with the feedback we provide.

You want to be realistic when you communicate key points someone can improve on to ensure they don’t get discouraged and quit.

If requested to give feedback, be sure to do it in a timely manner.

Providing feedback in a timely manner will not only benefit the one asking, but you as well as you’re able to provide more accurate feedback.

As time goes on, you’ll begin to forget the small details that made up the entire presentation. By giving feedback in a timely manner, you’ll be able to provide more accurate and effective feedback.

Offer Continuing Support

Continuing support will take your ability to provide feedback to the next level and is immensely helpful.

Offer continuing support will allow you to establish a long-lasting rapport with people. These same people will most likely be providing you with feedback in the future.

Giving ongoing support will also allow you to become a master of your craft. The best way of fully understanding a topic is by teaching it. To become a master of presenting, you also need to be open to giving feedback. It will help you remain consistent.

End On A Positive Note

Lastly, end all feedback on a positive note.

The best growth and learning stems from positive reinforcement which can be as simple as ending things off with a positive note. Be mindful and honest with what positive note you want to end on.

A sincere compliment is far more effective than one that feels forced.

How To Receive Constructive Presentation Feedback

Once you’re able to effectively give good constructive feedback, we can now focus on receiving feedback.

What good is asking and receiving feedback if you don’t know what to do with the information. Instead of squandering golden nuggets of information, here is what you should do when asking for feedback after your own presentation.

Listen Carefully

Once you’ve asked for feedback, stop talking and listen.

Don’t try to justify your reasoning, don’t try and steer the conversation in a direction which favours your actions, just listen.

Be Aware Of Your Responses

Be aware of your responses to feedback. This includes body language, facial expressions and social cues.

You don’t want to come across as if you’re taking the feedback too personally. This will make the person providing the feedback feel like they’re hurting your feelings and they should stop or begin sugarcoating the feedback.

This will only result in inauthentic feedback which is not constructive. You want to be creating a space which can create dialogue surrounding helpful feedback.

You’ll receive a bunch of feedback over your life and the only way to grow is to be completely open with all the feedback you’ll receive.

The moment you start to close yourself off from feedback, is the moment you hinder your progression and growth.

Understand The Message

Before you leave with the feedback, make sure you fully understand what the person was trying to say.

The worst thing you can do is change something that isn’t broken. Before you walk away to start changing things, always make sure you know what you’re about to change is correct.

Reflect & Process

After you received the feedback, take time to reflect and process. This is a perfect time to conduct a self-evaluation on how you believe you did with your presentation.

Does the other person feel the same way? What are the differences they saw in my presentation that I didn’t see?

Don’t forget, we are perfectly imperfect human beings. You will never have a perfect presentation. With varying audiences all interested in something unique, you will have a hard time crafting presentation material with key messages that is compelling to everyone.

Always follow up.

Following up allows you to take action and measure your success to see if you’ve changed for the better.

Following up also makes sure the other person feels heard. What is the point of giving feedback if the person you give it to does nothing with it?

By following up, it shows you’ve taken their feedback to heart and you’re taking action.

Author:  Ryan

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How to give feedback on a presentation

Knowing how to give feedback on a presentation helps people become better presenters, sharpens their message, and gauges audience engagement ahead of time.

December 7, 2022

How many times have you been asked to give feedback on a presentation, and, while trying to organize your thoughts after hearing the presentation in real-time, found it hard to muster anything more than, "It's good"?

Or, you've taken the time to give thoughtful, nuanced advice on how a colleague can improve their presentation, only to find that you don't know exactly how to communicate it, or they don't know exactly how to implement it?

Any kind of creative feedback is difficult to conceptualize without the proper context, and that's doubly true for presentations, where you're often asked to listen to the presentation, absorb the information it's conveying, process your thoughts, and deliver a critique — all in real time. No one can give good feedback that way, but it's not the presenter's fault (or yours!). You just need a better feedback process.

Giving better presentation feedback requires examining two things:

• The feedback itself
• How it's being given (and received)

Ready to learn how to improve them both? Let's get started.

Why it's important to give feedback on a presentation

Giving feedback on a presentation comes with several key benefits.

It promotes growth and builds better presentation skills

No one is born an effective presenter. It takes time, skill, and practice to build public speaking and communication skills to where you can knock a presentation out of the park — every time.

As the old adage goes, practice makes perfect. Giving practice presentations for feedback from trusted peers and colleagues gives you an opportunity to get more presenting time under your belt — with lower stakes.

And by giving effective, actionable feedback (more on that below) to a colleague, you help ensure their next presentation is even better, which can benefit your company or organization.

It helps sharpen the message

When it comes to getting the message exactly right in a presentation, self evaluation can really only go so far. Sometimes it takes another point of view (or several of them, from all across your organization) to collaborate and craft exactly what key points you want attendees to take away from a presentation. Giving feedback allows you to help refine and sharpen the message — and to work with others who are also giving feedback — until it's perfect.

It gauges audience engagement

One of the hardest things about giving a presentation is holding audience attention from the first slide until the last.

This is especially true for an oral presentation that doesn't have any audiovisual components. In this case, it's crucial to know if there are any points where audience members might be more prone to losing focus — like if your presentation gets a little too in the weeds.

Giving feedback allows you to put yourself in the audience's shoes. Try to see and hear the presentation from their perspective, and if there's any point where you feel your mind start to wander, make a note of it — that's a point where audience engagement may be at risk during the real thing.

All feedback is not created equal

It's important to note that not all feedback is good feedback.

Not all feedback provides a benefit to the person giving the presentation. It isn't all actionable. It isn't all relevant. It isn't all useful.

When feedback is bad, it's usually for one of two reasons.

The feedback itself is of poor quality

Even when you have the best of intentions, you might still give bad feedback.

Some examples of poor quality feedback include:

• Feedback that's vague or unclear
• Feedback that's overly personal or meant as an attack
• Feedback that's dishonest, even if intended to spare the presenter's feelings

The feedback isn't communicated effectively

It's also possible to have useful feedback to give to a presenter, but to lack an effective system for communicating it. This can be especially challenging when there are multiple people trying to give feedback on one presentation at the same time. 

That's why bubbles is the best way to give feedback on a presentation. 

The presenter can record their speech, including a video of their screen to capture a Powerpoint presentation or any other visual aid they plan to use. Then, colleagues who are giving feedback can do so by leaving their comments at the exact, time-stamped moment where their feedback applies — and they can give their critique in text, audio, or video. Anyone can respond to a comment within a thread that captures (and preserves) all the context of the conversation so far. This makes it easier for a group to give feedback collaboratively, and makes it possible for the presenter to refer back to feedback at any time.

6 ways to give effective feedback on a presentation

Ready to give feedback that will turn a good presentation into a great one? The six tips below will help you give feedback that's effective and useful to the presenter, leaving them with clear takeaways they can use to level up their presentation. Let's get started.

Be specific

When giving feedback, try to be as specific as possible. Rather than saying something like, "I thought the presentation was effective," tell the presenter exactly what was effective. For example, a better piece of feedback is: "The key takeaway from the fifth slide was clear and really resonated with me." It tells the presenter exactly what you thought worked, rather than a vague, catch-all compliment.

If you're having trouble being more specific with your feedback (like if you aren't sure how to articulate your advice), sometimes an example can help! In your bubble comment, use a snippet of your own presentation (or even a Ted Talk or other professional speaking event) to more clearly illustrate what you're asking the presenter to do or change.

When you leave comments on the presenter's bubble, be sure to time-stamp them to the exact part of the presentation where the feedback applies. This can help ensure that the presenter gets the most value from your feedback, and can see what you mean in the proper context.

Be actionable

Even if your feedback is as specific as possible, it won't help the presenter if there's nothing they can do about it. That's why the next tip is to give feedback that's actionable — that is, don't just tell the presenter what they should change, but tell them what steps they can take to improve.

For example, don't just say someone needs to work on their body language while presenting. Tell them, as specifically as possible, how their body language could be improved; for example, if they should make more eye contact with audience members or gesture more with their hands while speaking.

You can even take this a step further and explain why you made this suggestion. For example, this feedback might be something like, "I would suggest making an effort to make eye contact with more members of the audience. This will engage more people and hold their attention, while helping your speech sound more natural."

Be constructive

In the same vein as giving actionable feedback is making sure you're giving constructive feedback — that is, that your feedback is about things the presenter can control and change.

Constructive criticism can be difficult to do well. It requires pointing out ways a presenter can improve — sometimes ways that can feel personal to them as they're on the receiving end of the feedback. But if the feedback is truly constructive, it's better to give it than to sugarcoat your critique to spare a presenter's feelings. And if hurting the presenter's feelings is the goal for the feedback, it's definitely not constructive.

Call out positives along with points of improvement

When giving feedback on a presentation, it can be easy to only focus on things you feel the presenter needs to improve. But it's just as important to give positive feedback that lets them know what they're doing well.

In fact, you might want to work even harder to find the positives than to point out places where the presenter can improve. In one study, conducted by academic Emily Heaphy and consultant Marcial Losada, team effectiveness was measured and compared with the ratio of positive and negative comments that team members made to one another. Heaphy and Losada found that in the most effective teams, the ratio was 5.6 — meaning those team members gave each other nearly six positive comments for every single negative one.

Medium performing teams averaged 1.9 positive comments for each negative one. And low performing teams were more negative than positive, with a 0.36 ratio (nearly three negative comments for every positive one).

The research shows that, as tempting as it may be to only point out ways a presenter can improve, it may help them even more to find as many positives as possible to go along with your constructive criticism.

This is another tip where you have a balance to strike. You should give feedback to the presenter quickly, but not so quickly that you don't have time to absorb their presentation and process your thoughts, first.

Giving feedback in real-time (for example, in a review meeting) can seem effective, since it gives the presenter a way of receiving feedback instantly. However, giving instant feedback isn't always ideal for the colleagues who are critiquing the presentation, who might give more helpful feedback if they have more time to gather their thoughts.

When you use bubbles to give feedback on a presentation, it allows everyone on the team to give feedback at their own pace. It also allows people to watch the presentation more than once, or go back through certain sections they'd like to revisit before giving feedback.

It also eliminates the need to schedule a meeting to deliver presentation feedback. Even if the presenter and people giving feedback are separated by time zones , they can watch the presentation and deliver feedback at times that are convenient for them — and the presenter can access (and action) that feedback whenever they're back online.

Do a few rounds of feedback

As everyone gives their feedback, they can collaborate in comment threads in the bubble. This allows everyone to see what's been said already, including all the context and nuance of the discussion, keeping everyone on the same page. The presenter can follow up with comments, and those giving feedback can watch the presentation more than once to give a few rounds of feedback.

This helps ensure that feedback is as comprehensive as possible, and that the presenter and everyone critiquing their presentation is able to focus on any key messages that come out of the feedback rounds — what changes are most impactful? What will really take this presentation to the next level?

Make feedback more comprehensive and collaborative

Giving feedback on a presentation will be most effective when your entire team can work together, seamlessly, to give comprehensive feedback to the presenter. With bubbles, you can have that conversation together, with all the context necessary to craft the perfect presentation.

Get started today with bubbles' free Chrome extension and start working together, in context.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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How to Give Feedback on Presentation (Step by Step Guide)

Presentations can be a powerful tool to inform, persuade, or inspire. But let's be honest, they can also be nerve-wracking experiences. You pour your heart and soul into crafting the content, but the real test lies in how it resonates with your audience.

Did your message land? Were you able to communicate key points effectively? The answer often hinges on one crucial element: presentation feedback.

Here's the thing: Feedback isn't just about pointing out flaws. It's a double-edged sword that can elevate your presentation skills and drive you towards becoming a confident and impactful presenter. 

Constructive feedback provides valuable insights that can help you refine your delivery, strengthen your content, and connect with your audience on a deeper level. Presentation feedback acts as a mirror, reflecting our strengths and weaknesses and empowering us to continuously hone our craft.

But how do you ensure you're giving and receiving feedback that's truly helpful? This blog will equip you with the tools to navigate the feedback process effectively. 

Characteristics of Effective Feedback

Not all feedback is created equal. Effective feedback is a carefully crafted message that provides clear direction for improvement while fostering a positive learning environment.

Here are the key characteristics that define effective feedback on presentations:

(1) Specific

Ditch vague comments like "good job" or "it needs work" . Instead, pinpoint specific aspects of the presentation that were strong and areas where improvement is possible.

For example, "Instead of saying 'your slides were a bit crowded,' you could offer: 'The information on slide 5 seems overwhelming. Consider breaking it down into two slides or using bullet points to improve readability.'"

Another example of effective feedback might be: "The data you presented on target audience demographics was clear and well-organized (positive note).

However, consider briefly explaining how this data will be used to tailor the campaign message for different audience segments (actionable suggestion)."

(2) Actionable

Good feedback goes beyond simply identifying issues. It provides concrete suggestions for improvement.

Instead of saying, "Your body language seemed stiff," offer actionable advice like "Focusing on maintaining eye contact with different audience members can help project confidence and connect with the audience on a more personal level."

(3) Respectful

Remember, the goal is to provide constructive criticism, not tear someone down. Maintain a respectful and encouraging tone.

Phrase your feedback in a way that focuses on the presentation itself, not the presenter's personality.

(4) Future-Oriented

Effective feedback should be focused on something other than past mistakes. Frame your suggestions in a way that guides the presenter towards future presentations.

(5) Balanced

While constructive criticism is important, don't neglect to acknowledge the presenter's strengths.

A positive note at the beginning or end of your feedback can create a more receptive environment and reinforce positive behaviors.

Giving Feedback Like a Pro: A Step-By-Step Guide

So, you're ready to provide effective feedback on a presentation, but where do you begin? 

This step-by-step guide will equip you with the tools to deliver clear, actionable feedback that is ultimately well-received.

Step 1: Preparation

Before diving headfirst into feedback, take a moment to familiarize yourself with the context of the presentation. Review the presentation material beforehand, focusing on the topic, objectives, and key messages the presenter aimed to convey.

Understanding the presenter's goals allows you to tailor your feedback for maximum impact.

Step 2: Active Observation

Shift your mindset from passive observer to active listener. Pay close attention to the presenter's delivery, both verbal and nonverbal.

This includes:

• Content:  Is the information clear, concise, and well-organized? Does it effectively support the  key points ?
• Delivery:  Is the pace appropriate? Does the presenter use vocal variety to keep the audience engaged?
• Visual Aids:  Are the slides visually appealing and easy to understand? Do they complement the spoken content or create distractions?
• Body Language:  Does the presenter maintain good posture and eye contact with the audience? Does their body language convey confidence and enthusiasm?

Step 3: The Feedback Framework

Now for the heart of the matter: delivering your feedback!

Here's a framework to ensure your message is clear and constructive:

(1) Set the Stage

Briefly acknowledge the topic and  objectives  of the presentation. This helps the presenter understand the context within which you're providing feedback.

(2) Specificity is Crucial

Avoid vague comments. Instead, highlight specific aspects of the presentation that were effective and areas for improvement.

For example, "The opening story did a great job of grabbing the audience's attention (positive note). However, some of the technical terminology on the following slides might have been confusing for a non-specialist audience (actionable suggestion)."

(3) The Positive Sandwich

Frame your feedback with a positive note. Compliment the presenter on something they did well before offering constructive criticism. This creates a more receptive environment for feedback.

(4) Open-Ended Questions

Don't just tell; prompt discussion. Use open-ended questions to encourage the presenter to reflect on their delivery and explore potential improvements.

For example, "How did you feel the audience responded to that particular statistic?"

(5) Focus on the Future

Instead of dwelling on what went wrong, frame your feedback in a way that guides the presenter towards future presentations.

For example, "Consider adding a real-world example to illustrate that point for your next audience."

(6) Delivery Matters

Remember, even the most valuable feedback can fall flat if delivered poorly. Maintain a respectful and encouraging tone, and avoid accusatory language.

Focus on providing helpful suggestions for improvement.

(7) Consider the Audience

Tailoring your feedback to the audience can also be beneficial. If you're providing feedback to a colleague for a client presentation, your focus might be on the clarity and persuasiveness of the message.

For internal presentations, you might emphasize the organization and flow of the content.

Receiving Feedback Gracefully: A Practical Guide

So you've just delivered a presentation, and now comes the feedback.

While constructive criticism can feel daunting, it's actually a gift – a valuable opportunity to identify areas for improvement and elevate your presentation skills. But how do you ensure you receive feedback with grace and a growth mindset?

Here are some practical tips to help you navigate the process effectively:

(1) Maintain a Positive Attitude

It's natural to feel defensive when receiving feedback, especially if it's critical. However, resist the urge to get discouraged.

Remember, the goal is to learn and grow. Approach the feedback session with an open mind and a willingness to listen. Thank the person for their time and effort, and express your genuine interest in their insights.

(2) Active Listening is Key

Don't just hear the feedback; actively listen. Pay close attention to the specific points being raised. Ask clarifying questions if needed to ensure you fully understand the feedback.

Taking notes can also be helpful to remember key points for later reflection. If taking notes manually feels distracting and difficult, consider utilizing AI note-taking assistants like  Wudpecker .

Wudpecker's AI features automatically transcribe meetings and generate summaries, capturing key points and decisions. This will free you from the burden of note-taking, allowing you to fully engage in the discussion. 

(3) Separate Feedback from Emotion

It's easy to take feedback personally. However, try to separate the feedback from your own emotions.

Focus on the content of the message, not the delivery. Remember, the feedback is about the presentation, not you as a person.

(4) Identify Actionable Items

As you listen to the feedback, identify specific, actionable items you can work on to improve your future presentations.

This might involve refining your content structure, incorporating new visual aids, or practicing your delivery techniques.

(5) Don't Try to Defend Yourself

The urge to defend your choices is understandable but resist it. Instead, acknowledge the feedback and take time to process it later.

You can always ask follow-up questions for clarification, but avoid getting into a defensive debate.

(6) Express Gratitude

Thank the person for their feedback, regardless of whether it's positive or critical. Their willingness to share their insights is a valuable asset to your growth as a presenter.

(7) Reflect and Refine

Once you've received the feedback, take some time to reflect on it. Consider which points resonate most and identify areas where you can make improvements.

Develop a plan to incorporate the actionable items into your presentation skills development strategy.

Enhancing Presentation Skills Through Feedback

We've established that presentation feedback is a powerful tool for improvement. But how exactly can you leverage this feedback to enhance your presentation skills and become a more confident and impactful communicator? 

Here are some ways to turn feedback into action:

Self-Evaluation and Targeted Feedback

Seeking feedback doesn't have to be a one-time event. Develop a habit of self-evaluation after each presentation. Consider areas where you felt strong and areas where you could improve.

Based on your self-assessment, identify specific aspects you'd like to get targeted feedback on from colleagues or mentors. This targeted approach allows you to delve deeper into specific skills and receive focused insights.

Embrace Diverse Feedback Sources

Don't limit yourself to feedback from just one or two people. Seek feedback from a diverse audience whenever possible.

This could include colleagues, managers, clients, or even friends and family who witnessed your presentation.

Each person will have a unique perspective, offering valuable insights into how your message resonated with different audience members.

Leverage Technology

Technology can be a powerful tool for gathering feedback. Consider using online feedback forms or survey tools to collect anonymous feedback from a wider audience.

You can also record your presentations and watch them back to identify areas for improvement in areas like pacing, body language, and vocal variety.

Practice Makes Progress

Once you've identified areas for improvement based on feedback, it's time to put that knowledge into action!

Practice your delivery with a focus on the specific skills you're working on.

Role-play with a colleague, record yourself practicing, or join a public speaking group to gain experience and refine your presentation style.

Consistency Is Key

Remember, presentation skills don't develop overnight. The key to becoming a confident and impactful presenter lies in consistent effort and dedication.

Integrate feedback into your ongoing development plan, actively seek opportunities to present, and continuously strive to refine your craft.

Presentations can be powerful tools for informing, persuading, and inspiring, but mastering the art of delivery takes dedication and continuous improvement.

This blog has equipped you with the knowledge to harness the power of presentation feedback. You've learned how to provide clear, actionable feedback that empowers presenters, and you've explored strategies for receiving feedback with grace and a growth mindset.

Remember, the journey to becoming a captivating presenter is an ongoing process. Embrace the power of feedback, actively seek opportunities to practice, and never stop refining your skills.

By consistently seeking improvement, you'll transform those nervous presentation jitters into the confidence and clarity needed to deliver truly impactful presentations that resonate with any audience.

What Is an Example of Feedback on a Presentation?

Scenario:  You listened to a presentation on the benefits of switching to a new project management software. 

Here's how you could provide constructive feedback:

Positive Aspects:

• Clear Introduction:  "The introduction did a great job of grabbing the audience's attention by highlighting the common pain points associated with traditional project management methods. It effectively set the stage for the presentation."

Areas for Improvement:

• Visual Aids:  "The slides felt a bit text-heavy at times. Consider incorporating more visuals like charts, graphs, or even screenshots to illustrate the features and benefits of the new software."
• Content Depth:  "While you covered the key features of the software, it might be beneficial to delve deeper into how it addresses specific challenges faced by different user groups within the company (e.g., project managers vs. team members)."

Actionable Suggestions:

• "For your next presentation, you could try including a short demo of the software in action to showcase its user-friendliness."
• "Consider adding a slide that compares the new software to existing options, highlighting its unique advantages."

How Do You Comment on a Good Presentation?

Here are some ways to comment on a good presentation:

Highlight Specific Strengths:

• Content:  "The information you presented was clear, concise, and well-organized. It was easy to follow and understand." (focuses on clarity and structure)
• Oral Presentation:  "You delivered the presentation with great enthusiasm and confidence. Your use of vocal variety kept the audience engaged." (highlights delivery skills)
• Visual Aids:  "The slides were visually appealing and effectively complemented your spoken points. They were easy to read and understand." (focuses on visuals)
• Structure:  "The flow of the presentation was logical and well-paced. You transitioned smoothly between topics and kept the audience engaged throughout." (highlights structure and audience engagement)

Focus on Impact:

• "Your presentation was very informative and insightful. I learned a lot about [topic]."
• "You did a great job capturing the audience's attention and keeping them engaged throughout the presentation."
• "Your presentation was well-organized and easy to follow. I felt like I had a clear understanding of the key points."
• "I particularly enjoyed [specific aspect of the presentation, e.g., the real-world example you used, the humor you incorporated]."

Positive and Encouraging Tone:

• "Overall, it was a very impressive presentation. Well done!"
• "I can tell you put a lot of effort into this presentation, and it showed. Great job!"
• "Thank you for sharing your insights with us. It was a very informative presentation."
• "I look forward to seeing more presentations from you in the future."
• Be genuine and specific in your compliments. Make sure you are giving constructive feedback.
• Tailor your comments to the presenter and the presentation content.
• Focus on both the delivery and the content itself.
• End with a positive feedback and encouraging note.

How Do You Give Peer Feedback to a Presentation?

Here are some things to keep in mind when giving peer feedback on presentation:

Before the Feedback:

• Preparation:  Review the presentation topic and objectives beforehand (if available) to understand the presenter's goals.
• Mindset: Approach the feedback with a positive and helpful attitude.

Delivering the Feedback:

• Start Positive:  Start by acknowledging the presenter's effort and highlighting your observed strength.
• Specificity is Key:  Focus on specific aspects of the presentation, both positive and areas for improvement. Avoid vague comments.
• Actionable Suggestions:  Don't just point out problems; offer suggestions for improvement. Use "I" statements to frame your feedback (e.g., "I found the opening story engaging. Perhaps adding a visual element could enhance it further").
• Respectful Tone:  Maintain a respectful and encouraging tone throughout the feedback session.
• Focus on the Future:  Frame your suggestions in a way that guides the presenter towards future presentations.
• Open-Ended Questions:  Consider asking open-ended questions to encourage discussion and reflection (e.g., "How did you feel the audience responded to that statistic?").

Here’s an Example of How You Might Structure Your Feedback:

"Thanks for the presentation, [presenter's name]. I really enjoyed the way you [positive aspect, e.g., explained the technical details clearly and concisely]. I noticed that [area for improvement, e.g., some of the slides seemed text-heavy]. Perhaps you could consider [actionable suggestion, e.g., using bullet points or visuals to break up the text]."

Additional Tips for Constructive Feedback:

• Tailor Your Feedback:  Consider the audience and purpose of the presentation when providing feedback.
• Be Mindful of Time:  Keep your feedback concise and focused on the most important points.
• Offer to Help:  If you have specific skills or resources that could benefit the presenter, offer your help.
• Welcome Questions:  Encourage the presenter to ask clarifying questions or seek further feedback.

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.css-1qrtm5m{display:block;margin-bottom:8px;text-transform:uppercase;font-size:14px;line-height:1.5714285714285714;-webkit-letter-spacing:-0.35px;-moz-letter-spacing:-0.35px;-ms-letter-spacing:-0.35px;letter-spacing:-0.35px;font-weight:300;color:#606F7B;}@media (min-width:600px){.css-1qrtm5m{font-size:16px;line-height:1.625;-webkit-letter-spacing:-0.5px;-moz-letter-spacing:-0.5px;-ms-letter-spacing:-0.5px;letter-spacing:-0.5px;}} Best Practices Become a better presenter -- with a little help from your friends

by TED Masterclass Team • May 12, 2020

Getting useful feedback can be a critical step in developing an effective presentation - it can also be harder to find than you might expect. Honest feedback calls on you to be vulnerable, and forces your feedback partner to sometimes deliver difficult constructive criticism. The good news is that this type of deep and authentic feedback can encourage personal growth and a willingness to take creative risks.

Get high-quality feedback that elevates your presentation skills by putting in a little extra preparation and focus.

First, decide who to ask for feedback

Feedback can feel personally risky if it’s coming from a close friend or colleague. Because these relationships are so important to us, honest feedback can end up feeling critical. In these situations, it can become tempting to give non-critical feedback, but that’s not helpful.

The person you work with to give you feedback should be someone:

• You want to learn from, who pushes you to think creatively
• With a different perspective - it can help to look beyond the people you spend a lot of time with personally or professionally
• Who shares your enthusiasm for acquiring new skills and is excited for you to become a better presenter

Then, prepare to receive feedback

Just as important as deciding who will be giving you feedback, is creating an environment and mindset where giving and receiving constructive feedback is easy.

• Create a distraction-free time and space for getting feedback. Ideally both of you should be present, focused, and open. If we’re feeling stressed or pressed for time, it’s hard to be a good feedback partner. That’s why it’s wise to tune in to how you’re feeling before you schedule a session.
• Remind the person that you’re looking for honest feedback to be the best presenter you can be.
• Before getting started, tell the person if there are any specific aspects of your idea or talk that you’d like them to focus feedback on.

Finally, ask the right questions

Giving feedback can be overwhelming for your partner if they don’t know what they should be focusing on. Decide on these areas ahead of time, and let your partner know. Then follow up with questions that will help them hone in on the most helpful feedback points for you.

Get overall feedback using these three questions:

• What works?
• What needs work?
• What’s a suggestion for one thing I might try?

Get specific feedback using these questions:

• Delivery: How is it landing for you overall? Are there places where your attention is wandering? What’s distracting?
• Content: Do you get this - will the audience? What questions do you have? Where are you engaged? Surprised? Moved? Is there a clear takeaway for the audience? Do you have any clarifying questions?

Good feedback is a gift that can really elevate your presentation skills. Make the most of your feedback opportunities with a little preparation.

© 2024 TED Conferences, LLC. All rights reserved. Please note that the TED Talks Usage policy does not apply to this content and is not subject to our creative commons license.

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Feedback Training Presentation Hints and Visuals

• September 26, 2017
• Human Resources , Management , PowerPoint templates for download

There is always something changing in our workplace – new colleagues, updated projects, budgets, and the market. Paradoxically, change is perhaps the one constant.

Feedback – seeking it, giving it and receiving it – is one of the most effective tools we have for harnessing and promoting change so that it is to our benefit.

Elevate your business performance presentations with our curated resources – visit our financial performance PPT reports webpage.

Feedback is a great and powerful tool if used correctly. This training presentation template can serve as a handy guide for you and your team on how to use feedback properly.

Download an editable version of all  Feedback Training Slides here .

Three Reasons to Use Feedback

Feedback is an essential component of effective change. Good quality feedback is one of the most important ingredients in building effective working relationships and getting things done. It can motivate people and improve the performance of their work.

What is the definition of feedback?

Remember the Rules of Giving or Receiving Feedback

There are certain feedback rules, both for giving and receiving it. The most important is to remember that we’re giving feedback to help people and we should receive it as a gift. Yes, sometimes your coworkers or managers can be too straight, but the best decision is to listen and notice important points. Better to remember the rules before the feedback session and you can see them on these slides:

• Take an honest look at both your good and bad habits
• Clear out all distractions that might draw your attention away from the person in front of you
• Ask clarifying questions and repeat back what you heard

Don’ts of proper feedback communication:

• Assume you know all of the answers allow for the possibility that others have valuable information to share
• Overlook nonverbal cues ‘they often reveal what a person is really thinking
• React emotionally to what is being said’ acknowledge the information even if you don’t agree

Below you can check some general communication tips:

• Well-timed feedback
• Timely delivery
• Concise form
• Apply it frequently
• Stay private
• Be adequate

Structure of Giving Feedback

Feedback is a Gift

To sum up the proper use of feedback:

For more inspiration, subscribe to our YouTube channel:

Source of Feedback Training Toolbox

If you like the graphics, all slides are available for download in the  editable form on our infoDiagram webpage . You can find there those slide templates

• What is feedback – Definitions, How the feedback should be, and what feedback is not.
• Types of feedback – supportive and corrective
• Reasons for feedback – motivation, improve relationship, growth tool
• Criteria for proper feedback : Timed, Timely, Concise, Frequent, Adequate, Private
• Tips for giving feedback : Be specific, descriptive, personal, feedback sandwich, and provide a solution…
• Tips for receiving feedback , guidelines – the schema for giving feedback
• Feedback types – written versus verbal
• 360-degree feedback areas : Skills, Knowledge, Style
• Exercises for feedback communication
• Examples of proper and incorrect feedback messages
• Feedback Summary and Conclusion

Check the template content below:

infoDiagram

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Get live feedback using Forms in PowerPoint

march 21, 2024

by Deb Ashby

Hello, everyone! I'm Deborah Ashby, and today I'm excited to guide you through a simple but powerful way to transform your PowerPoint presentations by integrating live feedback using Microsoft Forms .

If you're like me, you've likely endured your fair share of dreary presentations, packed with endless text and bullet points that do little to engage or inspire. We've all been there, right? Well, one way to effortlessly keep your audience interested is to ask questions and gather real-time insights throughout your presentation. Not only does responding to feedback and questions in real-time keep your audience engaged, but it also helps ensure that your audience has all the info they need to get the most out of your presentation!

And thanks to Microsoft Forms and PowerPoint, gathering this feedback has never been easier. Let’s walk through a step-by-step process for making your presentations more interactive by integrating Forms.

1. Find and customize the perfect template

Starting with a template means the graphic design pros knock out all the essentials for you, helping your presentation look great before you write a single word. Microsoft Create is your go-to resource for visually appealing presentation templates of every variety.

• Visit create.microsoft.com .
• Navigate to the PowerPoint section or look through the presentation templates (there should be lots of overlap here).
• If you have a specific theme or color in mind, use the search bar to enter your keywords and/or filter by color. If you find a template you like that isn’t in your target color, don’t limit yourself—you can easily update the colors later.
• Select a template that aligns with your presentation's theme and objectives. Download it or customize it directly in PowerPoint.
• Tailor the design, color scheme, and content to match your brand or message.

2. Integrate a Microsoft Form

Integrating a Form into your PowerPoint lets your audience provide their insights on the spot. Help your attendees effortlessly scan and access the form by showcasing a QR code on a slide.

• Access Microsoft Forms and create a form by exploring the templates or selecting New Form . You can explore even more Forms templates on Microsoft Create.
• Add the questions you want your audience to answer. You can either leverage Copilot’s help by filling out the prompt box at the top of the page or use your own questions if you have a clear vision.
• Customize the form settings to make it cohesive with the rest of your presentation.
• Grab the link to your form and drop it into your preferred QR code generator to create a code. If you don’t have a preferred QR code generator, head back to PowerPoint and navigate to the Insert tab, then click Get Add-In and search for "QR." Select QR4Office.
• Add the QR code to appropriate places in your PowerPoint: At the beginning, on Q&A slides, and wherever else you plan to engage your audience. Make sure it’s visible and easily accessible from your slide layout.
• Whenever you share the QR code, share the full link to the form, too. This gives people an alternative way to access the form if they have technical difficulties.

3. Engage your audience

Share the QR code at the beginning of your presentation so participants can begin interacting with it right away. At various points throughout the presentation, you might decide to directly solicit questions, reflections, and experiences. Share a slide with the QR code every time you break for questions.

• During your presentation, direct your audience to provide feedback by accessing the form. Encourage them to scan the QR code or follow the link and participate actively.
• As responses come in, monitor the feedback in real time.
• Use this valuable input to address questions, adapt your presentation to audience needs, or foster discussions.

4. Leverage feedback for future improvements

Let’s say your presentation is over and it went great. Congratulations! There’s just one thing left to do: review all collected feedback and use the insights to make your next presentation even better.

• After your presentation, review all collected feedback to gain insights.
• Apply these learnings to enhance future presentations and ensure continuous engagement.

Closing thoughts

Integrating live feedback through Forms in your PowerPoint presentations is a game-changer! This simple strategy transforms your standard presentations into engaging, dynamic experiences that captivate and communicate effectively.

I encourage you to head over to Microsoft Create and start experimenting with Microsoft Create and Forms .

Great presentations are well within your reach, and with Microsoft Create, you can design slides that not only look fantastic but also foster meaningful engagement. Happy presenting!

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10 Perfect Powerpoint presentation feedback examples templates

Presentation makes your work more sense able, engaging and beautiful. Feedback presentation is necessary about your work because you need to satisfy your customers with your work. Customer feedback may help organizations in locating and fixing problems, enhancing a good or service, and introducing new features and goods.

For this purpose, you need to create powerpoint Presentation feedback examples. To obtain the full picture, keep note of both good and negative client comments. This method for improving customer satisfaction includes several steps and customer feedback.

In this blogpost we are going to discuss about powerpoint Presentation feedback example after reading this you are able to create a good Presentation feedback example. Using this imaginative set, which includes customizable features, concentrate and convey information on five phases.

10 PowerPoint Presentation Feedback Examples

1.  computer courseware presentation, 2.  medical colorful presentation, 3.  business proposal presentation.

The business Proposal presnentation template is as below.

4.  Feedback Example for Fresh Blue Presentation for Medical Beauty

5.  promotion marketing presentation, 6.  modern student summary report presentation, 7.  personal business work summary presentation examples, 8.  black and red business report presentation feedback examples, 9.  common presentation feedback examples, 10.  examples of positive feedback on a presentation, how to provide feedback on the presentation.

Providing feedback on a presentation can be crucial for the presenter's growth and improvement. It's important that feedback is constructive and specific to be most useful. Here's a guide on how to provide feedback on a presentation:

Start with Positive Feedback : Before discussing areas that need improvement, begin by pointing out what the presenter did well. This could be anything from their choice of visuals, their clear speech, their well-structured arguments, to their engaging presentation style. This sets a positive tone and shows you're not just focusing on negatives.

Be Specific and Objective : It's important to provide specific examples when giving feedback. Instead of saying, "Your presentation was confusing," say something like, "I was confused by the section about market analysis because it lacked necessary data." This makes your feedback actionable and more helpful.

Balance Criticism with Praise : Try to maintain a balance between the positives and negatives in your feedback. This is often referred to as the "sandwich method" where you sandwich criticism between two pieces of positive feedback.

Offer Concrete Suggestions : When you point out areas for improvement, offer concrete suggestions on how they could be enhanced. For example, if you feel that the presentation lacked visuals, suggest the kinds of visuals that could be incorporated and why you think they would improve the presentation.

Consider the Presenter's Objectives : Keep in mind the purpose of the presentation and the presenter's objectives. Make sure your feedback aligns with these objectives and helps the presenter achieve them more effectively.

Keep It Constructive : Even if there's a lot of room for improvement, focus on ways the presenter can improve, rather than just pointing out what went wrong. Your goal should be to help them become better, not to discourage them.

Use a Gentle Tone : The way you present your feedback is almost as important as the feedback itself. Make sure your tone is gentle, understanding, and supportive, rather than harsh or overly critical.

End on a Positive Note : Conclude your feedback by summarizing the presenter's strengths and encouraging them to continue working on the areas of improvement. This will help them feel more motivated and positive about their progress.

Remember, feedback should be a tool for growth, not a weapon to criticize or belittle someone. Always provide feedback with the intention of helping the presenter improve.

Be Constructive : Always aim to provide feedback that can help the presenter improve.

Be Prompt : Give your feedback as soon as possible so that it's still fresh in the presenter's mind.

Do a Few Rounds of Feedback : Don't aim to catch everything in one go. Iterative feedback can be more effective.

Be Specific : Avoid vague comments. Point out exact moments and slides where the presenter can improve.

Be Actionable : Make sure your feedback can be acted upon. Suggest concrete steps for improvement.

It is Recommended to Use WPS Office

We highly recommend downloading and installing WPS Office . This comprehensive tool is not only free but also user-friendly, even for beginners. After installation, you'll receive a free membership that grants access to a variety of professional templates. These templates can be effectively combined with the feedback examples mentioned in this guide to craft exceptional presentations. With a vast selection of sample templates available in the WPS store, you're sure to find something to meet your everyday work and personal needs.

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FAQs - Word to PDF Converter

Q1: what feedback should i ask for in a presentation.

When asking for feedback on your presentation, it's important to consider the key areas where you would like to improve. Here are some specific aspects you might request feedback on:

Content Clarity: Did the audience understand the main points you were making? Was your argument logical and well-structured?

Delivery: Did you speak clearly and loudly enough? Did your tone and pace vary, or was it monotonous?

Visual Aids: Were your visuals engaging and informative? Did they help illustrate your points, or were they confusing?

Engagement: Did you engage the audience well? Did they seem interested and attentive?

Use of Time: Did you use your allotted time effectively? Were some sections rushed or too slow?

Handling Questions: How effectively did you answer questions from the audience?

Overall Impact: What was the overall impact of the presentation? Did it meet its objectives?

Q2: How do you describe a good presentation?

A good presentation can be described as follows:

Clear and Concise: The presenter delivers information in a clear and concise manner, avoiding unnecessary jargon and ensuring the audience can follow along.

Engaging: The presentation captures and holds the attention of the audience. This could be achieved through storytelling, humor, relevant examples, or interactive elements.

Well-structured: The presentation has a logical flow, with an introduction, a middle, and a conclusion. Each part is connected and the transitions are smooth.

Visually Appealing: Use of visual aids like slides, graphs, charts, or videos are effective and enhance the understanding of the topic.

Informative: The audience comes away having learned something new or having gained a fresh perspective on the topic.

Interactive: A good presentation is not a monologue, but a dialogue. The presenter engages with the audience through questions, discussions, or other interactive elements.

Q3: How do you give positive feedback to speakers?

Positive feedback should always be specific and genuine. Here are some examples:

Praise their Strengths: Identify specific strengths of the presenter. For example, "Your clear explanation of the concept really helped me understand it better," or "Your storytelling ability made your presentation very engaging."

Acknowledge their Effort: Recognize the effort that went into preparing and delivering the presentation, such as research or creativity in visual aids.

Highlight Improvement: If you've seen this person present before, highlight areas in which they've improved. This shows that you're paying attention to their progress.

Appreciate their Impact: Let them know the impact they've had on you or the audience. For example, "Your presentation really made me think about the issue in a new way."

Remember, even if you're giving positive feedback, it's important to be honest and sincere. Constructive praise will be more beneficial to the presenter's growth than hollow compliments.

In this guide, we've explored how to give effective feedback on PowerPoint presentations, using ten practical examples to illustrate key points. We've highlighted essential feedback techniques, such as being constructive, prompt, specific, and actionable. We also recommend using WPS Office , a free, user-friendly tool packed with professional templates to aid in crafting your presentations. By implementing these methods, you can elevate your feedback skills and contribute to the improvement of presentation quality in your personal and professional life. Always remember, a well-structured feedback loop is a cornerstone of continuous improvement.

• 1. 10 professional PowerPoint presentation examples
• 2. Perfect examples of social media presentation
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• 6. Top 10 free excel feedback report templates

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Jul 25, 2023

Get live feedback during PowerPoint presentations with Microsoft Forms

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Hi, Microsoft 365 Insiders! My name is Aaron Liu and I’m a Product Manager on the Forms team. I’m thrilled to announce that you can now insert surveys and quizzes into your PowerPoint presentations and easily engage with your audience in real-time.

Taking the pulse of your audience during a meeting can increase its effectiveness. It can also  help you gather valuable information and insights. By “checking in” with meeting attendees, you can enhance the overall presentation experience, gather live feedback, gauge audience understanding, and foster active participation.

How it works

• In PowerPoint for Windows or PowerPoint for Mac, open the presentation in which you want to include the survey or quiz, and then select Insert > Forms .

• In the Forms pane, select an existing one in the My Forms list.

• To engage with the audience during the meeting and see live results, select the Present for interaction meeting option.

• Using the QR Code or short URL displayed on the slide, audience members can answer the survey or poll, and the results are visible in real-time.
• To gather feedback from others reviewing the presentation at any time, insert a form right on a slide and select the Collect responses offline option.

Scenarios to try

• As a designer, gather reactions and feedback from attendees during a Design crit by showing different alternatives having them vote the one they prefer.
• As a teacher, insert quizzes in some of your slides to help prepare students for an upcoming test.

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These features are available to all Business and Education subscribers.   

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Giving feedback can be daunting for new leaders — here’s how to provide it thoughtfully

Assistant Professor of Strategy and Organizational Theory, Mount Royal University

PhD Candidate, Haskayne School of Business, University of Calgary

Disclosure statement

Leda Stawnychko receives funding from the Social Sciences and Humanities Research Council (SSHRC).

Mehnaz Rafi does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.

University of Calgary provides funding as a founding partner of The Conversation CA.

University of Calgary and Mount Royal University provide funding as members of The Conversation CA-FR.

Mount Royal University provides funding as a member of The Conversation CA.

View all partners

Giving performance feedback at work can be a stressful experience, especially for new leaders and their employees . It often evokes feelings of anxiety, uncertainty and defensiveness.

Leaders might worry about how their feedback will be received and how it could affect workplace relationships. On the other hand, employees might feel vulnerable and apprehensive about being judged or criticized, which can lead to defensive reactions.

Yet, feedback has never been more important. In today’s world, where complexity and unpredictability are the norm , leaders need access to diverse perspectives and accurate information to make informed decisions and strategically adjust their approaches.

Employees can be apprehensive to speak up at work , so it’s crucial to create a workplace culture that values continuous learning and open communication. This requires everyone in an organization to engage actively in both giving and receiving constructive feedback.

When feedback is delivered thoughtfully and perceived as constructive by employees, it can bridge the gap between potential and performance and provide clarity in times of uncertainty.

For new leaders, mastering the art of giving feedback involves more than just addressing performance issues; it includes recognizing achievements, fostering professional development and building trust with employees.

No one’s 20s and 30s look the same. You might be saving for a mortgage or just struggling to pay rent. You could be swiping dating apps, or trying to understand childcare. No matter your current challenges, our Quarter Life series has articles to share in the group chat, or just to remind you that you’re not alone.

Read more from Quarter Life:

Ready for the next step in your career? Here’s how to get ready for your first leadership position

How to deal with being the youngest in the office

Young investors: Here’s some tips for getting into the market

Staying competitive

Performance feedback offers several benefits that can help leaders and their workplaces. First, feedback helps leaders identify gaps between current and desired performance, allowing them to detect limitations and develop strategies for improvement. By understanding and addressing these discrepancies , leaders can enhance their workplace’s performance.

In addition, managerial roles are often ambiguous and uncertain, especially as leaders move up the organizational hierarchy due to broader responsibilities, complex decision-making, and less direct oversight.

Traditional control mechanisms, like job descriptions and formal performance reviews, are often inadequate for guiding leaders through these complexities. In such cases, actively seeking out feedback becomes crucial for effectiveness.

Leaders need diverse feedback sources, such as peers, customers, mentors and industry experts, to understand and respond effectively to the rapidly changing business environment. Feedback from employees helps leaders tap into the collective intelligence of their teams, make informed decisions, identify strategic misalignments and develop innovative solutions.

Lastly, regularly seeking feedback from employees fosters a culture of continuous learning and engagement in the workplace. It strengthens relationships, shows appreciation for employees’ knowledge, and motivates them to contribute to organizational goals.

Seeking out feedback is key

It’s equally important for leaders to seek and receive feedback from their employees. Embracing feedback enhances adaptability by providing leaders with real-time insights into what’s working and what’s not, allowing them to make necessary adjustments.

Leaders who actively seek feedback can refine their strategies, adapt their leadership styles, and improve inclusiveness within their teams, leading to better decision-making and stronger team dynamics.

When leaders seek feedback, they demonstrate humility and a commitment to self-improvement, which instills these values in their employees.

Leaders who actively seek feedback are seen as more effective, trustworthy, authentic and respectful. This behaviour positively impacts performance across all sectors. Employees working under such leaders feel more engaged, committed, resilient, energized, creative and satisfied at work .

Despite the benefits, many leaders — especially new ones — find giving and receiving feedback daunting and avoid it. Performance feedback can improve performance and leader effectiveness, but it can also lead to lower performance and interpersonal conflict if not done right.

This happens because our performance at work is closely tied to our perception of who we are. Negative feedback can hurt our positive self perceptions , leading to defensive reactions.

How to provide thoughtful feedback

To ensure feedback is received positively and constructively, here are five strategies to consider:

1. Develop your skill: Improve your ability to give feedback by educating yourself through articles, videos and formal training . Observe other leaders to learn from their techniques . Practice delivering feedback in low-stakes situations to build confidence and proficiency, and take time to reflect on your experiences.

2. Check your motives: Before giving feedback, ensure your intentions are genuinely aimed at helping the recipient improve, rather than to criticize or vent any frustrations. If you are seeking feedback, approach it with an open mind and be ready to listen and act on the insights provided.

3. Choose the right time and setting: Timing is everything . Provide feedback when both you and the recipient are calm and avoid times of high stress. Deliver feedback while the context is fresh and the details are clear. Choose an appropriate, comfortable setting where the recipient feels safe and open to discussion. These conversations should not feel intimidating for either party.

4. Separate performance from self-concept: When giving feedback, focus on task-related processes — steps, techniques and strategies — rather than on the person’s abilities or value. This approach reduces defensiveness and promotes improvement by directing attention to the task at hand. Be specific and clear when acknowledging good performance in employees .

5. Treat feedback as a gift: When asking for feedback from employees, acknowledge the risk they take in sharing their insights, such as potential discomfort or fear of negative repercussions. Appreciate their courage and use the feedback to grow and improve . Practice humility, and recognize that constructive feedback gives you the opportunity to benefit personally and advance your career.

Giving and receiving feedback constructively is more than just another leadership skill — it’s a strategic tool that can build trust while driving better decision-making. Practice it regularly, and watch both your leadership capacity and team dynamics flourish.

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How to Manage Feedback Like An Olympic Athlete

• Michael Gervais

Six strategies to separate critiques aimed to tear you down from guidance meant to build you up.

Living under the weight of constant scrutiny and comparison teaches Olympic athletes not only how to excel in their sport but also how to effectively harness feedback for continuous improvement. Learning to discern which feedback to embrace and which to filter out becomes essential for not just surviving, but for thriving — and those lessons are equally applicable to all of us.  

While I was supporting the USA women’s volleyball team as a performance psychologist during the 2012 London Olympics, Nicole Davis, a key member of the team, opened up about the relentless feedback system that governed her every move as an Olympian: “For eight years, every ball I’ve touched or didn’t touch, every decision I made on the court, every hour I showed up in the gym has been observed and statted. It has been transformed into a measure of my progress, and my potential to stand on the Olympic podium.” Her life was a proverbial fishbowl.

• Michael Gervais , PhD, is one of the world’s top high-performance psychologists. His clients include world record holders, Olympians, internationally acclaimed artists and musicians, MVPs from every major sport, and Fortune 100 CEOs. He is also the founder of Finding Mastery, a high-performance psychology consulting agency, the host of the  Finding Mastery podcast, and the author of The First Rule of Mastery: Stop Worrying about What People Think of You .

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Fear of appearing prejudiced can inhibit accurate performance feedback to women

PULLMAN, Wash. — Evaluators who want to avoid appearing prejudiced may overcorrect and give women inflated performance feedback, new research indicates, which is a practice that could ultimately hinder their ability to improve and advance.

A Washington State University-led research team investigated the connection between overly positive performance reviews and “protective paternalism,” the belief that women need to be handled carefully and shielded from harm.

While it may be well-intentioned, evaluating women this way could hold them back by causing them to miss growth opportunities that might otherwise advance their careers, said Leah Sheppard, lead author of the research published in the Journal of Business and Psychology .

“If women don’t get honest feedback, they’re only going to fall further behind. That’s the clear, negative outcome,” said Sheppard, a WSU Carson College of Business researcher. “It’s never going to be the right thing, or even the kind thing to do, ultimately, to spare somebody from the obvious areas in which they need to improve.”

Previous research has found that reviewers tend to tell “gendered white lies” and inflate the feedback they give to women. To better understand this tendency, Sheppard and colleagues at Colorado State University first looked to see if the inflation was apparent in examples of real-world reviews.

Since internal workplace evaluations are usually confidential and difficult to access, the researchers used publicly available music reviews of men and women solo artists. Analyzing three years of reviews from Rolling Stone magazine, they found that the word count devoted to positive feedback was higher for reviews of women than men on albums given the same star rating.

In a second two-part study, they delved into when and why this occurs with a group of 486 participants, divided roughly in half by gender. First, participants took a survey designed to measure their motivation to appear nonprejudiced toward women. This included statements assessing internal motivation, such as “Being nonprejudiced toward women is part of my self-concept,” and external motivation: “Because of today’s politically correct standards, I try to appear nonprejudiced towards women.”

Next, participants viewed a performance description of a hypothetical, gender-neutral employee and then picked from a list of positive and negative statements as representing the most honest, accurate feedback for the employee.

About a week later, the participants viewed the same performance description, but this time, the employee had a male or female name. Participants were asked how they would feel when delivering feedback, including whether they felt they should protect and shield the employee from harm. Finally, participants were asked to select from the same feedback statements used in the ungendered scenario.

The researchers found that when participants expressed a stronger external motivation to avoid appearing prejudiced, they reported feeling a greater desire to protect the woman employee from harm. This “protective paternalism,” in turn, predicted delivering feedback that was more positive than they had given in the ungendered scenario. This was true whether the participants themselves were women or men.

The findings suggest that if not implemented well, some diversity efforts could backfire, the researchers noted.

If a diversity, equity and inclusion program is creating an atmosphere where people are afraid to criticize the job performance of certain groups of people, that could ultimately hurt the careers of the people those efforts are most intended to help, said Sheppard.

“We are starting to see more conversations around what we’re doing with DEI programs. Are we actually making a better space for people that have been historically marginalized? If we’re not doing that, and we’re actually just instilling fear in people, we’ve got to kind of go back to the drawing board and figure it out,” she said.

For workplace performance evaluations, Sheppard suggested that future research could investigate whether giving reviewers a short text on the importance of negative feedback might help prevent the delivery of inflated feedback.

Another potential solution might be to reframe the entire evaluation process itself.

“We have to do a lot better at performance reviews, and maybe even get away from some of the language traditionally used around it: so instead of a scary ‘performance appraisal,’ maybe it’s coaching or mentoring,” said Sheppard. “It could be a way to normalize mistakes. Everybody has areas in which they falter and could improve.”

Media Contacts

• Leah Sheppard , WSU Carson College of Business , 509-335-7112 , [email protected]
• Sara Zaske , WSU News & Media Relations , 509-335-4846 , [email protected]

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Giving feedback

Dec 01, 2014

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Giving feedback. Eric Bater Trainers’ group 7 th December 2010. Personal aims for workshop. Principles of feedback. Relating to purpose of feedback Relating to substance of feedback Relating to the practicalities of feedback. Section 1. Purpose of feedback. Blindfold exercise.

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Presentation Transcript

Giving feedback Eric Bater Trainers’ group 7th December 2010

Personal aims for workshop

Principles of feedback • Relating to purpose of feedback • Relating to substance of feedback • Relating to the practicalities of feedback

Section 1 Purpose of feedback

Blindfold exercise

The blindfold game If we don’t give feedback what is the learner gaining (or assuming)? Failing to give feedback sends false messages, and can lead to a lack of trust in the teacher.

‘Oh wad some Pow’r the giftie gie us To see oursels as others see us! It wad fre mony a blunder free us And foolish notion Robert Burns 1786

The Johari Window

So, what is feedback? Feedback is structured information that one person offers to another, about the impact of their actions or behaviour

Why give feedback? • Influence someone to change • Recognise and reward • Improve quality of work • Build and maintain relationships • Clarify expectations • Influence motivation • Manage performance

Why give feedback? • Helps learners to maximise their potential at different stages of training • Raises awareness of strengths and areas for improvement • Identifies actions to be taken to improve performance

......Or as the man said ‘Without feedback, mistakes go uncorrected, good performance is not reinforced, and clinical competence is achieved empirically, if at all’ Jack Ende ‘Feedback in Clinical Medical education’ JAMA 1983

Linking feedback to the learning processThe Kolb cycle 1984

Hill 2007 ‘Feedback plays an important role in helping learners move round the cycle. For example feedback supports the process of reflection and the consideration of new or more in-depth theory. Through negotiation it can help the learner plan productively for their next learning experience’ For that we need an understanding of :- Where is the learner in terms of their learning, level reached, past experience, goals and understanding of learning needs’ Learning goals in terms of knowledge, technical skills and attitudes

The Pygmalion effect Might our expectations as teachers affect the performance of our learners?

‘The Pygmalion effect’ ‘I shall always be a flower girl to Professor Higgins because he treats me as a flower girl..But I know I can be a lady to you because you always treat me as a lady, and always will’

‘Pygmalion in the classroom’Rosenthal and Jacobson 1992’ Students whom their teachers believed to be high performers achieved higher increase in IQ scores after 1 year than pupils whom teachers believed to be lower performers. The ‘selection’ test was random.

Treat a man as he is and he will remain as he is. Treat a man as he can and should be and he will become as he can and should be. Johan Wolfgang Van Goethe

Section 2 Substance of feedback

So, what are our sources of evidence?

RCGP competence areas • Relationships • Diagnostics • Management • Professionalism

Feedback should be......

And here’s one I made earlier

Principles of effective feedback (1) • Descriptive • Specific • Focussing on behaviours • It should be for the learner’s benefit • Sharing information rather than giving advice • Limited to the amount the learner can use, not the amount you want to give • Solicited rather than imposed • Feedback only about something which can be changed

Principles of effective feedback (II) 9. Feedback should be timely and regular 10. Focus on the positive • Give feedback privately (especially negative feedback) • Linked to learner’s overall professional development • Stay in the ‘here and now’ • Use ‘I’ and give your experience of the behaviour

Principles of effective feedback (III) 15. When giving negative feedback suggest alternative behaviours 16. Give suggestions rather than prescriptions 17. Be sensitive to the impact of your message 18. Congruence between verbal and non-verbal messages 19. Balanced 20. Encouraging reflection 21. Clear and direct

Principle 1It should be descriptive Giving an accurate description of the behaviour you are talking about Avoiding ‘judging’ or ‘labelling’

Principle 2.It should be specific Be clear about what aspect of performance or behaviour you want to talk about Not generalised.

Principle 3.Performance focussed Concentration on the things that can be changed, linking feedback to the task or role. Not person focused (personality, character, attitude, or things the person cannot change)

Principle 4Feedback should be for the learner’s benefit

Principle 5Feedback should be sharing information Not giving of advice

Principle 6Don’t overload Identify two or three key messages that you summarise at the end

Principle 7.Feedback should be offered Signal that you would like to give some feedback, and why you want to give it – wait for the person to accept the offer Not imposed

Principle 8Give feedback only about something that can be changed

Principle 9Feedback should be timely and regular Talk at the appropriate moment soon after the incident. Offer feedback often. Frequent feedback gives more practice. Not rare, after incident is ‘stale’, not ‘batched’.

Principle 10Focus on the positive

Principle 11Give feedback privately Especially more negative feedback

Principle 12Feedback should be given as part of a communication process Used as part of a ‘developmental dialogue’ Using skills such as rapport, developing respect, and trust with the learner

Principle 13Stay in the ‘here and now’ Don’t bring up old concerns and previous mistakes unless this is to highlight a pattern of behaviours

Principle 14.Feedback should be owned Speak for yourself – showing the words and feelings are your own Not side-stepped, mixing your thoughts and feelings with those of other people

Principle 15Solution-focused Show willingness to give ideas about how the person can tackle the issues raised. Not focusing on the problem and its potential outcome.

Principle 16Offer suggestions Rather than giving ‘prescriptions’

Principle 17Show sensitivity Be sensitive to the impact of your message Feedback is for the recipient, not the giver

Principle18There should be congruence between verbal and non-verbal messages

Principle 19Feedback should be balanced Include a positive message to balance points about less effective behaviour Not one-sided

Principle 20Encourage reflection ‘Did it go as planned? How did you feel the patient felt? What have you learned? What would you differently next time?

Principle 21Be clear and direct Use plain clear language Be brief and to the point Poor feedback leaves the recipient in doubt about what was meant

Section 3 Practicalities of giving feedback

The old feedback sandwich Praise Criticism Praise

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August 12, 2024

This article has been reviewed according to Science X's editorial process and policies . Editors have highlighted the following attributes while ensuring the content's credibility:

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Giving feedback can be daunting for new leaders—here's how to provide it thoughtfully

by Leda Stawnychko and Mehnaz Rafi, The Conversation

Giving performance feedback at work can be a stressful experience, especially for new leaders and their employees . It often evokes feelings of anxiety, uncertainty and defensiveness.

Leaders might worry about how their feedback will be received and how it could affect workplace relationships. On the other hand, employees might feel vulnerable and apprehensive about being judged or criticized, which can lead to defensive reactions.

Yet, feedback has never been more important. In today's world, where complexity and unpredictability are the norm , leaders need access to diverse perspectives and accurate information to make informed decisions and strategically adjust their approaches.

Employees can be apprehensive to speak up at work, so it's crucial to create a workplace culture that values continuous learning and open communication. This requires everyone in an organization to engage actively in both giving and receiving constructive feedback.

When feedback is delivered thoughtfully and perceived as constructive by employees, it can bridge the gap between potential and performance and provide clarity in times of uncertainty.

For new leaders, mastering the art of giving feedback involves more than just addressing performance issues; it includes recognizing achievements, fostering professional development and building trust with employees.

Staying competitive

Performance feedback offers several benefits that can help leaders and their workplaces. First, feedback helps leaders identify gaps between current and desired performance, allowing them to detect limitations and develop strategies for improvement. By understanding and addressing these discrepancies , leaders can enhance their workplace's performance.

In addition, managerial roles are often ambiguous and uncertain, especially as leaders move up the organizational hierarchy due to broader responsibilities, complex decision-making, and less direct oversight.

Traditional control mechanisms, like job descriptions and formal performance reviews, are often inadequate for guiding leaders through these complexities. In such cases, actively seeking out feedback becomes crucial for effectiveness.

Leaders need diverse feedback sources, such as peers, customers, mentors and industry experts, to understand and respond effectively to the rapidly changing business environment. Feedback from employees helps leaders tap into the collective intelligence of their teams, make informed decisions, identify strategic misalignments and develop innovative solutions.

Lastly, regularly seeking feedback from employees fosters a culture of continuous learning and engagement in the workplace. It strengthens relationships, shows appreciation for employees' knowledge, and motivates them to contribute to organizational goals.

Seeking out feedback is key

It's equally important for leaders to seek and receive feedback from their employees. Embracing feedback enhances adaptability by providing leaders with real-time insights into what's working and what's not, allowing them to make necessary adjustments.

Leaders who actively seek feedback can refine their strategies, adapt their leadership styles, and improve inclusiveness within their teams, leading to better decision-making and stronger team dynamics.

When leaders seek feedback, they demonstrate humility and a commitment to self-improvement, which instills these values in their employees.

Leaders who actively seek feedback are seen as more effective, trustworthy, authentic and respectful. This behavior positively impacts performance across all sectors. Employees working under such leaders feel more engaged, committed, resilient, energized, creative and satisfied at work .

Despite the benefits, many leaders—especially new ones—find giving and receiving feedback daunting and avoid it. Performance feedback can improve performance and leader effectiveness, but it can also lead to lower performance and interpersonal conflict if not done right.

This happens because our performance at work is closely tied to our perception of who we are. Negative feedback can hurt our positive self perceptions , leading to defensive reactions.

How to provide thoughtful feedback

To ensure feedback is received positively and constructively, here are five strategies to consider:

1. Develop your skill: Improve your ability to give feedback by educating yourself through articles, videos and formal training . Observe other leaders to learn from their techniques . Practice delivering feedback in low-stakes situations to build confidence and proficiency, and take time to reflect on your experiences.

2. Check your motives: Before giving feedback, ensure your intentions are genuinely aimed at helping the recipient improve, rather than to criticize or vent any frustrations. If you are seeking feedback, approach it with an open mind and be ready to listen and act on the insights provided.

3. Choose the right time and setting: Timing is everything . Provide feedback when both you and the recipient are calm and avoid times of high stress. Deliver feedback while the context is fresh and the details are clear. Choose an appropriate, comfortable setting where the recipient feels safe and open to discussion. These conversations should not feel intimidating for either party.

4. Separate performance from self-concept: When giving feedback, focus on task-related processes—steps, techniques and strategies—rather than on the person's abilities or value. This approach reduces defensiveness and promotes improvement by directing attention to the task at hand. Be specific and clear when acknowledging good performance in employees .

5. Treat feedback as a gift: When asking for feedback from employees, acknowledge the risk they take in sharing their insights, such as potential discomfort or fear of negative repercussions. Appreciate their courage and use the feedback to grow and improve . Practice humility, and recognize that constructive feedback gives you the opportunity to benefit personally and advance your career.

Giving and receiving feedback constructively is more than just another leadership skill—it's a strategic tool that can build trust while driving better decision-making. Practice it regularly, and watch both your leadership capacity and team dynamics flourish.

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