When it comes to navigating workplace dynamics, giving feedback as a leader isn’t just about pointing out where someone went wrong or patting them on the back for a job well done. Especially if you’re a BIPOC woman, an LGBTQIA+ leader, or managing a diverse team, giving feedback becomes both an art and an essential tool for empowerment. So, let’s dive into how you can make constructive feedback work for you—and your team—in an honest, practical, and yes, sometimes humorous way.

Why Constructive Feedback Matters

First things first: constructive feedback is essential for any leader, and it’s not just about checking a box during performance reviews. It’s about helping your team level up, grow, and become better professionals. If you shy away from giving real, actionable feedback, your team may end up feeling unsure of their abilities or, worse, staying stagnant in their roles.

“The Bullshit Sandwich” (and Why You Don’t Need It)

You’ve probably heard of the “bullshit sandwich.” It goes like this: say something nice, deliver the hard truth in the middle, and finish with another nice comment. It’s supposed to soften the blow, but in reality, it just ends up being confusing—and sometimes a little patronizing. If you’re managing a diverse team, honesty can be way more effective than fluff. Be upfront and let them know you’re giving feedback because you’re invested in their growth.

How to Give Feedback That Actually Helps

When giving feedback, clarity and context are key. Here are some tips for making your feedback resonate:

• Be Direct but Compassionate: Let’s say someone on your team messed up a project deadline. Instead of skirting around the issue, be direct: “I noticed the deadline wasn’t met. Let’s figure out what happened and how to avoid it next time.” This not only addresses the issue but opens the door for improvement.
• Keep it Focused on Skills, Not Personality: Constructive feedback isn’t about criticizing someone’s personality. Instead, focus on the skills and behaviors they can improve. For example, rather than saying, “You’re disorganized,” try, “I think we could benefit from using some organizational tools to help keep track of projects.”
• Encourage Future Growth: When feedback is done right, it’s not just about this job; it’s about every role they’ll have in the future. Encourage team members to think about how this feedback can help them grow in their careers, not just within your company.

Why You Shouldn’t Sugarcoat It

As a woman of color, I understand the importance of striving to be on top of our game in the workplace. We often feel that pressure to work harder, prove ourselves, and stay ahead. That’s why sugarcoating feedback isn’t just a bad idea—it’s actually a disservice. When you’re honest about where your team can improve, you’re setting them up for success, helping them hone their skills, and giving them the tools they need to advance in their careers.

The Connection Between Feedback and Continuous Learning

Here’s the thing: I believe in continuous learning. The second you stop learning, you start sliding backward. Feedback is the other side of that coin—it’s like the “Hey, you missed a spot” that helps you see where you still have room to grow. And it’s the same for your team! When you offer thoughtful, honest feedback, you’re reminding them that they’ve got a support system invested in their growth.

Pushing Through the Uncomfortable Moments

Let’s be real: giving constructive feedback can feel awkward, especially if you’re in a leadership role as a BIPOC woman or LGBTQIA+ individual. You’re not just trying to manage a team—you’re often navigating your own set of workplace challenges. But think of it this way: by pushing through that discomfort, you’re not just helping your team—you’re also setting an example of authentic, empowered leadership. Plus, you’re demonstrating to your diverse team that feedback isn’t a critique of who they are; it’s a step toward who they’re becoming.

Wrapping It All Up

Constructive feedback is one of the most powerful tools you have as a leader, especially in today’s diverse workplaces. So, don’t shy away from it, don’t sugarcoat it, and don’t underestimate the power of growth-oriented feedback. The goal isn’t to just make people feel good; it’s to give them the insight, skills, and confidence to thrive in every role they take on.

In a nutshell: be honest, be clear, and make feedback a conversation about growth—not just a list of critiques. And hey, if you can throw in a little humor along the way, even better. Because growth is serious business, but that doesn’t mean we can’t have a little fun with it.

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