7 ways whose leaders use comments to increase performance
Comments are not just a managerial responsibility, it is a leadership imperative. The ability to direct, train and inspire by giving comments separates the great leaders from others. However, most leaders find it difficult to reach the fine line between development and the fight against performance gaps.
The best leaders understand that feedback does not concern so much to highlight the weaknesses, but to unlock the potential. Once well done, comments strengthen trust, sharpen skills and speed up growth. Let us dive into seven practical ways of effective leaders provide comments which not only resonate but also improve performance.
Give comments frequently, not only during opinions
Annual performance exams are no longer enough. The very efficient teams depend on a coherent entry in real time. The great leaders replace the opinions once a year by current and informal checks which maintain the aligned and motivated employees.
Instead of saving comments for quarterly meetings, they include comments in regular individual conversations, project debriefists and even fast cats after meetings. This continuous approach helps properly lessons before minor problems degenerate, while strengthening positive behavior. In fact, employees who receive frequent comments are Almost five times More likely to be engaged at work. Coherence makes feedback effective.
Create a safe space for honest conversations
Comments can only be effective when people feel safe to receive it. The great leaders build a culture of psychological security, where the members of the team know that the comments (whether positive or constructive) is shared to support them, and not deposit them (1).
Instead of diving directly into the comments, the great leaders begin by showing empathy and curiosity. For example, they can start: “What is your opinion on the presentation you have just given?” Or “What part of this project was the most difficult for you?” This helps the person to think and prepare their mind to receive useful ideas.
He transforms the comments of a descending directive into a bidirectional dialogue, a built on mutual respect and a shared problem solving. Managers who encourage the opening create the conditions where comments can make a difference.
Balance praise with constructive criticisms
The great leaders are not afraid of difficult conversations, but they also do not forget to celebrate the victories. They establish a thoughtful balance between encouragement and improvement. The former “feedback sandwich” (positive positive-negative) often feels non-sincere. A better approach is to use the SBI model (2):
- Situation
Describe the context. - Behavior
Indicate the specific action. - Impact
Explain the result.
For example, “during yesterday's customer meeting (situation), you clearly clarified the technical details (behavior), which strengthened a lot of confidence with the customer (impact).” This method maintains praise reflected and makes constructive criticism (3).
Make comments clear, specific and usable
Wave comments like “you must be more professional” generally does not help the employee to improve his skills. Large leaders focus on observable behavior and provide specific recommendations. For example, instead of saying “You must improve communication”, try: “During team meetings, try to summarize what you have to say in a few sentences to keep the discussion concentrated.”
Effective feedback eliminates ambiguity. It shows employees exactly where to improve and how they will be assessed, so growth becomes official instead of the left to the conjecture. Following specific advice gives the team team members and makes them more dependent and responsible.
Ask for comments as often as you give it
Comments should never be a one -way process. The great leaders create a feedback loop by inviting the comments of their teams. When managers ask: “How can I support you better?” Or “Is there a way to do things differently?” Proves that they are humble and willing to improve.
This bidirectional feedback strengthens mutual respect and strengthens psychological security. It also helps managers improve their own performance, as leadership is a continuous learning process. Managers who regularly seek comments are more effective in establishing confidence and strengthening team dynamic. So model the behavior you want to see in others.
Personalize comments on styles and individual situations
Not all members of the team receive comments in the same way. What motivates a person can overwhelm another. The great leaders take the time to understand the individual personalities and to communicate accordingly. For example, introverted employees may prefer the written comments they can deal with in private, while extroverts can appreciate discussions in real time. New hires may require more advice and comfort, while experienced employees can better respond to direct comments based on challenges.
Tools such as disc (4), MBTI (5) or simple observation can help you customize your approach. Relocation is more effective when it respects the context, the style of communication and the emotional dynamics.
Monitoring to strengthen growth and results
The best comment does not end with the conversation, it continues thanks to a follow -up. Large leaders revisit progress, recognize improvements and make the necessary changes. If you give comments on someone's presentation skills, come back in a week and mention: “I noticed that your slides were clearer this time, Bravo.” This strengthens behavior and shows that you are invested in their development. Many leaders are also based on collaborative platforms to document comments, follow individual objectives and keep an eye on progress, leading to sustainable development.
Final thought
The difference between a good manager and a large leader often lies in the way they give comments. While good managers emphasize what is wrong, the big leaders focus on helping their team. The most effective leaders consider feedback as a tool to be supported, not to be assessed. They regularly offer it, deliver it in a thoughtful way, personalize it and follow it. If you want to improve the performance of your team, start by improving the way you give comments.
References:
(1) 3 tactics to promote psychological security in your team
(2) Use the impact-injmpact situation (SBI) to understand the intention
(3) Make it proactive, not destructive: give constructive comments in the right way in your organization
(5) Presentation of Myers-Briggs
Jumper
Proofhub is a tool for project management and all-one collaboration that facilitates effective means of managing projects and teams in one place.
Originally published on June 13, 2025
At Learnopoly, Finn has championed a mission to deliver unbiased, in-depth reviews of online courses that empower learners to make well-informed decisions. With over a decade of experience in financial services, he has honed his expertise in strategic partnerships and business development, cultivating both a sharp analytical perspective and a collaborative spirit. A lifelong learner, Finn’s commitment to creating a trusted guide for online education was ignited by a frustrating encounter with biased course reviews.