Effective examples of good feedback for 2026 workplaces

The changing landscape of feedback in 2026

We have moved well beyond the era of the 'compliment sandwich'. Today's Australian workforce values transparency, immediacy, and genuine connection. Whether your team is working from a sunny balcony in Perth or a bustling hub in Sydney, the way we communicate needs to be intentional and human.

Good feedback is no longer just a management task; it is a competitive advantage. When you deliver clear, actionable insights, you are not just correcting a behaviour; you are building trust. This trust is the foundation of high-performing cultures where innovation thrives and turnover stays low.

The challenge for many leaders is moving from vague platitudes to specific, impactful observations. Saying "good job" might feel nice, but it doesn't give an employee a roadmap for success. To truly move the needle, we need to look at concrete examples of good feedback that resonate in our modern work environment.

Why specificity is your secret weapon

The most common mistake in workplace communication is being too general. Vague feedback is like a blurry photograph; you can see the shapes, but you can't see the detail. When you tell someone they need to 'improve their communication', they might focus on their emails whilst you were actually worried about their presentation style.

Specificity removes the guesswork. It allows the recipient to recognise exactly what they did well or where they missed the mark. In 2026, where digital collaboration is the norm, being precise in your language helps avoid the misinterpretations that often occur over Slack or Zoom.

By focusing on specific actions and their outcomes, you shift the conversation from a personal critique to a professional observation. This reduces defensiveness and opens the door for a collaborative problem-solving session. This is where tools like Compono Engage become invaluable, helping you track these sentiments and maintain a pulse on how your team is feeling.

Examples of good feedback for positive reinforcement

Positive feedback should be more than just a pat on the back. It should reinforce the behaviours you want to see repeated across the whole organisation. Here are a few ways to frame it:

"I noticed how you handled the conflict in this morning’s meeting. By staying calm and asking clarifying questions, you helped the team reach a consensus without any further delays. That’s a great example of the leadership we value here."

"Your recent report on market trends was exceptionally thorough. The way you synthesised the data into three clear action points made it much easier for the board to make a decision. Your analytical skills are really making a difference to our strategy."

Notice how these examples link the action to the result. This helps the employee realise the value of their work. If you are looking to identify these high-potential behaviours during the hiring phase, using a platform like Compono Hire can help you find candidates whose natural strengths align with your team's needs.

Constructive feedback that actually works

Giving 'negative' feedback is often the part of the job leaders dread most. However, if phrased correctly, constructive feedback is one of the greatest gifts you can give an employee. It shows you are invested in their career progression.

"I’ve noticed that your last two project updates were submitted after the deadline. This has caused a bit of a bottleneck for the design team. Can we look at your current workload together and see if we need to adjust priorities to ensure we stay on track?"

"During the client presentation, I felt that the technical details overshadowed the main benefits of the product. Next time, try to lead with the value proposition before diving into the specs. I’m happy to do a dry run with you for the next one."

These examples focus on the impact of the behaviour rather than attacking the person's character. They also offer a path forward, whether that is a collaborative review of priorities or a practical suggestion for the next time.

Feedback for remote and hybrid teams

Working across different time zones and locations requires a different approach to feedback. Without the benefit of body language and water-cooler chats, your words carry more weight. You must be proactive in seeking out moments to provide feedback, rather than waiting for a scheduled meeting.

In a hybrid world, 'no news is good news' is a dangerous philosophy. Employees can feel isolated or undervalued if they don't receive regular check-ins. Use digital tools to your advantage, but ensure your written feedback is clear, kind, and lacks ambiguity.

To ensure your team stays aligned and compliant with company values regardless of where they work, Compono Assure provides the framework needed to manage expectations and maintain high standards across the board. This centralised approach ensures everyone knows what is expected of them, making feedback conversations much smoother.

How to receive feedback like a pro

Feedback is a two-way street. As a leader, how you receive feedback sets the tone for the rest of the team. If you are defensive or dismissive, your team will stop being honest with you. If you are open and curious, you foster a culture of continuous improvement.

When someone gives you feedback, resist the urge to explain yourself immediately. Instead, try saying: "Thank you for sharing that with me. I hadn't looked at it from that perspective. Can you give me an example of when you noticed this?"

This approach shows that you value their input and are willing to reflect on your own performance. It humanises you and encourages others to be just as open to growth. Remember, the goal of the Compono philosophy is to create a work environment where everyone can flourish.

Key takeaways for better feedback

• Be specific: Link actions to outcomes to remove ambiguity.
• Be timely: Don't wait for a formal review to mention something important.
• Focus on growth: Frame constructive feedback as an opportunity for development.
• Make it a dialogue: Encourage the recipient to share their thoughts and perspective.
• Use the right tools: Leverage technology to keep feedback loops open and consistent.

Mastering these examples of good feedback will transform your workplace culture. It’s about more than just correcting errors; it’s about empowering your people to be the best versions of themselves. If you’re ready to take your team management to the next level, why not speak to an expert at Compono today?