6 Reasons Managers Avoid Giving Feedback – And How to Overcome Them

Many managers avoid giving feedback despite recognising its importance in improving employee performance. Recent surveys published in Harvard Business Review highlight this:

• 44% of managers find giving developmental feedback stressful or difficult.
• 21% of managers admit they avoid giving feedback entirely.
• 37% confess they fail to provide positive reinforcement regularly.

So, why do so many managers struggle with feedback? This article explores six common reasons and offers solutions for overcoming them.

Common Reasons for Avoiding Feedback

1. Discomfort with Giving Feedback

Many managers find feedback conversations uncomfortable, particularly if they anticipate pushback from the employee. The fear of potential conflict or emotional responses can deter managers from engaging in necessary discussions.

2. Uncertainty About How to Give Feedback

Some managers avoid feedback because they lack formal training. Without clear guidance, they may question the effectiveness of feedback or feel unsure of how to structure the conversation productively.

3. Concern About Demotivating Employees

Managers may hesitate to give feedback if they worry about negatively impacting employee morale, particularly if the employee is already under pressure. This concern can become an excuse to avoid addressing performance issues.

4. Lack of Time

Many managers cite time constraints as a reason for not giving feedback. However, developing team members is a critical part of a manager’s role, and effective feedback is necessary to ensure performance improvement.

5. Fear of Emotional Reactions

Managers often fear how employees will respond to feedback, especially if they expect emotional reactions. This concern is compounded by uncertainty about how to handle the situation, leading to avoidance.

6. Discomfort When Managing Former Peers

When managers are promoted and find themselves leading former peers, the feedback dynamic can feel awkward. This discomfort can result in reluctance to address performance issues directly.

How to Overcome These Challenges

1. Acknowledge the Issue

Recognise that avoiding feedback is counterproductive. Take responsibility for addressing performance issues and commit to making feedback part of regular management practice.

2. Shift Your Mindset

Feedback is not inherently negative. Reframe it as a tool for development and growth. Research shows that employees generally respond positively to well-delivered feedback, especially when it is framed as an opportunity for improvement.

3. Use a Structured Approach

Adopt a feedback model, such as the STAR method (Situation, Task, Action, Result), to ensure your feedback is clear and constructive. Having a consistent framework will make the process more manageable.

4. Practice Giving Feedback

Improvement comes with practice. Make a habit of giving both positive and developmental feedback regularly. The more feedback you provide, the more comfortable the process becomes.

5. Prepare for Emotional Responses

Learn to manage emotional reactions calmly and professionally. If necessary, allow employees time to process the feedback, but maintain the focus on improving performance. Consider training on handling difficult conversations.

6. Redefine Relationships with Former Peers

When managing former colleagues, set clear boundaries and redefine your professional relationship. This clarity will make it easier to provide constructive feedback without discomfort.

To Conclude

Giving feedback is a vital skill for effective management. Avoiding it can hinder employee growth and overall team performance. By addressing the reasons behind this avoidance and implementing the suggested strategies, managers can create a more productive and open feedback culture.

Many thanks,

Alex & The Excel Team

P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.

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