One of the most powerful tools in your manager toolkit is feedback. The kind that highlights what they naturally do well, builds confidence and proves that their talents are the key to your organization’s success. 

When you deliver perspectives in the right way, you build trust and further develop your team’s innate talents. A strengths-based approach that focuses on what people do best — and how those talents can grow — makes all the difference. 

Let’s take a look at six great ways to give feedback that inspires, motivates and brings out the best in your whole team. 

Start With Strengths 

Leading with strengths sets a positive tone and reinforces actions you want to see more of. Employees feel energized when their manager highlights the result and the talent behind it. Start by understanding the power of individual strengths and what drives each employee. Then, find ways to recognize and encourage those skills. 

Instead of vague praise like “Good job on the deadline,” try “Your ability to organize the team and keep everyone aligned helped us finish ahead of schedule.” This approach makes employees feel seen for their unique contributions and encourages them to use that strength again. 

Be Specific and Timely 

Feedback has the most impact when it’s clear and delivered soon after the action. When you connect praise to a specific strength, employees understand exactly what worked and how to repeat it. This approach is just as effective with challenging employees as it is with top performers, because everyone benefits from clear, positive input. 

For example, saying “Your attention to detail today caught a potential error, and because of your thoroughness we avoided a delay” is far more effective than a simple “Great job.” The combination of timing and detail helps employees connect their strengths to real results in real time. 

Connect Feedback to Goals 

Coaching that links individual strengths to team or company objectives gives employees a stronger sense of purpose. They understand that their work matters and how it contributes to larger outcomes — an essential motivator in high-performing teams. And that’s a winning talent strategy that can take your team to the next level. 

Instead of “Nice idea,” you might say “Your creativity on this proposal supports our strategy to stand out in the market.” This frames feedback as more than recognition — it shows your people how their talents move the business forward. The better they understand that, the more they can repeat that success with intention. 

Balance Recognition with Opportunities 

The most effective feedback celebrates what’s working while also pointing toward growth. Framing development as an opportunity to expand on existing strengths helps employees feel valued and motivated.  

For example, to increase your employee recognition efforts, you could say “Your deep insights give the team a clear direction. Let’s build on that by sharing your analysis more often in meetings.” The balance of recognition and opportunity helps employees grow with confidence. 

Know Your Team’s Talents 

Feedback feels most authentic when it aligns with an employee’s natural abilities. Taking the time to understand those talents allows you to share insights that resonate and encourage even more engagement. Start with the right assessments and reviewing your employees’ Talent Cards. Then, tie guidance directly to those talents. 

For someone skilled at building relationships, you might say “Your ability to connect quickly with the client built trust right away, which made the rest of the project run smoothly.” This kind of feedback demonstrates you and the organization value employees for who they are, not just what they do.

Keep it Conversational 

Direction works best as a dialogue where managers and employees share perspectives and explore ways to use strengths even more effectively. By asking questions and inviting reflection, you create a collaborative process where employees feel respected and supported. There are few manager moves as powerful as regular employee check-ins. An informal chat can create space for these conversations, making guidance feel natural rather than forced. 

Try asking “How did you feel about how that project went?” or “What support would help you use your strengths even more?” This approach reinforces trust and makes feedback part of an ongoing conversation about growth. 

Feedback that Grows Talent 

When feedback is strengths-based, timely and connected to goals, it becomes a tool for growth rather than a formality. Employees feel recognized for their talents, encouraged to expand them and invested in the bigger picture. Whether you’re a first-time manager or an experienced leader embracing the top qualities of a good manager, you can create a culture where input builds momentum, strengthens performance and helps every team member thrive.