presentation feedback

Blog > Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

Effective Feedback for Presentations - digital with PowerPoint or with printable sheets

10.26.20   •  #powerpoint #feedback #presentation.

Do you know whether you are a good presenter or not? If you do, chances are it's because people have told you so - they've given you feedback. Getting other's opinions about your performance is something that's important for most aspects in life, especially professionally. However, today we're focusing on a specific aspect, which is (as you may have guessed from the title): presentations.

The importance of feedback

Take a minute to think about the first presentation you've given: what was it like? Was it perfect? Probably not. Practise makes perfect, and nobody does everything right in the beginning. Even if you're a natural at speaking and presenting, there is usually something to improve and to work on. And this is where feedback comes in - because how are you going to know what it is that you should improve? You can and should of course assess yourself after each and every presentation you give, as that is an important part of learning and improvement. The problem is that you yourself are not aware of all the things that you do well (or wrong) during your presentation. But your audience is! And that's why you should get audience feedback.

Qualities of good Feedback

Before we get into the different ways of how you can get feedback from your audience, let's briefly discuss what makes good feedback. P.S.: These do not just apply for presentations, but for any kind of feedback.

• Good feedback is constructive, not destructive. The person receiving feedback should feel empowered and inspired to work on their skills, not discouraged. You can of course criticize on an objective level, but mean and insulting comments have to be kept to yourself.
• Good feedback involves saying bot what has to be improved (if there is anything) and what is already good (there is almost always something!)
• After receiving good feedback, the recipient is aware of the steps he can and should take in order to improve.

Ways of receiving / giving Feedback after a Presentation

1. print a feedback form.

Let's start with a classic: the feedback / evaluation sheet. It contains several questions, these can be either open (aka "What did you like about the presentation?") or answered on a scale (e.g. from "strongly disagree" to "strongly agree"). The second question format makes a lot of sense if you have a large audience, and it also makes it easy to get an overview of the results. That's why in our feedback forms (which you can download at the end of this post), you'll find mainly statements with scales. This has been a proven way for getting and giving valuable feedback efficiently for years. We do like the feedback form a lot, though you have to be aware that you'll need to invest some time to prepare, count up and analyse.

• ask specifically what you want to ask
• good overview of the results
• anonymous (people are likely to be more honest)
• easy to access: you can just download a feedback sheet online (ours, for example, which you'll find at the end of this blog post!)
• analysing the results can be time-consuming
• you have to print out the sheets, it takes preparation

2. Online: Get digital Feedback

In the year 2020, there's got to be a better way of giving feedback, right? There is, and you should definitely try it out! SlideLizard is a free PowerPoint extension that allows you to get your audience's feedback in the quickest and easiest way possible. You can of course customize the feedback question form to your specific needs and make sure you get exactly the kind of feedback you need. Click here to download SlideLizard right now, or scroll down to read some more about the tool.

• quick and easy to access
• easy and fast export, analysis and overview of feedback
• save feedback directly on your computer
• Participants need a working Internet connection (but that usually isn't a problem nowadays)

3. Verbal Feedback

"So, how did you like the presentation?", asks the lecturer. A few people in the audience nod friendly, one or two might even say something about how the slides were nice and the content interesting. Getting verbal feedback is hard, especially in big groups. If you really want to analyse and improve your presentation habits and skills, we recommend using one of the other methods. However, if you have no internet connection and forgot to bring your feedback sheets, asking for verbal feedback is still better than nothing.

• no prerequisites
• open format
• okay for small audiences
• not anonymous (people might not be honest)
• time consuming
• no detailed evaluation
• no way to save the feedback (except for your memory)
• not suitable for big audiences

Feedback to yourself - Self Assessment

I've mentioned before that it is incredibly important to not only let others tell you what went well and what didn't in your presentation. Your own impressions are of huge value, too. After each presentation you give, ask yourself the following questions (or better yet, write your answers down!):

• What went wrong (in my opinion)? What can I do in order to avoid this from happening next time?
• What went well? What was well received by the audience? What should I do more of?
• How was I feeling during this presentation? (Nervous? Confident? ...)

Tip: If you really want to actively work on your presentation skills, filming yourself while presenting and analysing the video after is a great way to go. You'll get a different view on the way you talk, move, and come across.

Digital Feedback with SlideLizard

Were you intrigued by the idea of easy Online-feedback? With SlideLizard your attendees can easily give you feedback directly with their Smartphone. After the presentation you can analyze the result in detail.

• type in your own feedback questions
• choose your rating scale: 1-5 points, 1-6 points, 1-5 stars or 1-6 stars;
• show your attendees an open text field and let them enter any text they want

Note: SlideLizard is amazing for giving and receiving feedback, but it's definitely not the only thing it's great for. Once you download the extension, you get access to the most amazing tools - most importantly, live polls and quizzes, live Q&A sessions, attendee note taking, content and slide sharing, and presentation analytics. And the best thing about all this? You can get it for free, and it is really easy to use, as it is directly integrated in PowerPoint! Click here to discover more about SlideLizard.

Free Download: Printable Feedback Sheets for Business or School Presentations

If you'd rather stick with the good old paper-and-pen method, that's okay, too. You can choose between one of our two feedback sheet templates: there is one tailored to business presentations and seminars, and one that is created specifically for teachers assessing their students. Both forms can be downloaded as a Word, Excel, or pdf file. A lot of thought has gone into both of the forms, so you can benefit as much as possible; however, if you feel like you need to change some questions in order to better suit your needs, feel free to do so!

Feedback form for business

Template as PDF, Word & Excel - perfect for seminars, trainings,...

Feedback form for teachers (school or university)

Template as PDF, Word & Excel - perfect for school or university,...

Where can I find a free feedback form for presentations?

There are many templates available online. We designed two exclusive, free-to-download feedback sheets, which you can get in our blog article

What's the best way to get feedback for presentations?

You can get feedback on your presentations by using feedback sheets, asking for feedback verbally, or, the easiest and fastest option: get digital feedback with an online tool

Related articles

About the author.

Pia Lehner-Mittermaier

Pia works in Marketing as a graphic designer and writer at SlideLizard. She uses her vivid imagination and creativity to produce good content.

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The big SlideLizard presentation glossary

Co-located audience.

Co-located Audience means that the speaker talks to the audience in person. It is used verbal and non-verbal methods to communicate a message. The speaker makes gestures with their hands, changes their face expression and shows images.

Keynote is a programme which, like PowerPoint, is used to create digital screen presentations. It is mainly used by Apple users.

External Communication

External communication is the exchange of information between two organisations. For example, it can be an exchange with customers, clients or traders. Feedback from a customer also counts as external communication.

PowerPoint Online

PowerPoint Online is the web version of PowerPoint. You can present and edit your PowerPoint presentation with it, without having PowerPoint installed on your computer. It's only necessary to have a Microsoft - or a Microsoft 365 account.

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How to Give Feedback on Presentation (Step by Step Guide)

Presentations can be a powerful tool to inform, persuade, or inspire. But let's be honest, they can also be nerve-wracking experiences. You pour your heart and soul into crafting the content, but the real test lies in how it resonates with your audience.

Did your message land? Were you able to communicate key points effectively? The answer often hinges on one crucial element: presentation feedback.

Here's the thing: Feedback isn't just about pointing out flaws. It's a double-edged sword that can elevate your presentation skills and drive you towards becoming a confident and impactful presenter. 

Constructive feedback provides valuable insights that can help you refine your delivery, strengthen your content, and connect with your audience on a deeper level. Presentation feedback acts as a mirror, reflecting our strengths and weaknesses and empowering us to continuously hone our craft.

But how do you ensure you're giving and receiving feedback that's truly helpful? This blog will equip you with the tools to navigate the feedback process effectively. 

Characteristics of Effective Feedback

Not all feedback is created equal. Effective feedback is a carefully crafted message that provides clear direction for improvement while fostering a positive learning environment.

Here are the key characteristics that define effective feedback on presentations:

(1) Specific

Ditch vague comments like "good job" or "it needs work" . Instead, pinpoint specific aspects of the presentation that were strong and areas where improvement is possible.

For example, "Instead of saying 'your slides were a bit crowded,' you could offer: 'The information on slide 5 seems overwhelming. Consider breaking it down into two slides or using bullet points to improve readability.'"

Another example of effective feedback might be: "The data you presented on target audience demographics was clear and well-organized (positive note).

However, consider briefly explaining how this data will be used to tailor the campaign message for different audience segments (actionable suggestion)."

(2) Actionable

Good feedback goes beyond simply identifying issues. It provides concrete suggestions for improvement.

Instead of saying, "Your body language seemed stiff," offer actionable advice like "Focusing on maintaining eye contact with different audience members can help project confidence and connect with the audience on a more personal level."

(3) Respectful

Remember, the goal is to provide constructive criticism, not tear someone down. Maintain a respectful and encouraging tone.

Phrase your feedback in a way that focuses on the presentation itself, not the presenter's personality.

(4) Future-Oriented

Effective feedback should be focused on something other than past mistakes. Frame your suggestions in a way that guides the presenter towards future presentations.

(5) Balanced

While constructive criticism is important, don't neglect to acknowledge the presenter's strengths.

A positive note at the beginning or end of your feedback can create a more receptive environment and reinforce positive behaviors.

Giving Feedback Like a Pro: A Step-By-Step Guide

So, you're ready to provide effective feedback on a presentation, but where do you begin? 

This step-by-step guide will equip you with the tools to deliver clear, actionable feedback that is ultimately well-received.

Step 1: Preparation

Before diving headfirst into feedback, take a moment to familiarize yourself with the context of the presentation. Review the presentation material beforehand, focusing on the topic, objectives, and key messages the presenter aimed to convey.

Understanding the presenter's goals allows you to tailor your feedback for maximum impact.

Step 2: Active Observation

Shift your mindset from passive observer to active listener. Pay close attention to the presenter's delivery, both verbal and nonverbal.

This includes:

• Content:  Is the information clear, concise, and well-organized? Does it effectively support the  key points ?
• Delivery:  Is the pace appropriate? Does the presenter use vocal variety to keep the audience engaged?
• Visual Aids:  Are the slides visually appealing and easy to understand? Do they complement the spoken content or create distractions?
• Body Language:  Does the presenter maintain good posture and eye contact with the audience? Does their body language convey confidence and enthusiasm?

Step 3: The Feedback Framework

Now for the heart of the matter: delivering your feedback!

Here's a framework to ensure your message is clear and constructive:

(1) Set the Stage

Briefly acknowledge the topic and  objectives  of the presentation. This helps the presenter understand the context within which you're providing feedback.

(2) Specificity is Crucial

Avoid vague comments. Instead, highlight specific aspects of the presentation that were effective and areas for improvement.

For example, "The opening story did a great job of grabbing the audience's attention (positive note). However, some of the technical terminology on the following slides might have been confusing for a non-specialist audience (actionable suggestion)."

(3) The Positive Sandwich

Frame your feedback with a positive note. Compliment the presenter on something they did well before offering constructive criticism. This creates a more receptive environment for feedback.

(4) Open-Ended Questions

Don't just tell; prompt discussion. Use open-ended questions to encourage the presenter to reflect on their delivery and explore potential improvements.

For example, "How did you feel the audience responded to that particular statistic?"

(5) Focus on the Future

Instead of dwelling on what went wrong, frame your feedback in a way that guides the presenter towards future presentations.

For example, "Consider adding a real-world example to illustrate that point for your next audience."

(6) Delivery Matters

Remember, even the most valuable feedback can fall flat if delivered poorly. Maintain a respectful and encouraging tone, and avoid accusatory language.

Focus on providing helpful suggestions for improvement.

(7) Consider the Audience

Tailoring your feedback to the audience can also be beneficial. If you're providing feedback to a colleague for a client presentation, your focus might be on the clarity and persuasiveness of the message.

For internal presentations, you might emphasize the organization and flow of the content.

Receiving Feedback Gracefully: A Practical Guide

So you've just delivered a presentation, and now comes the feedback.

While constructive criticism can feel daunting, it's actually a gift – a valuable opportunity to identify areas for improvement and elevate your presentation skills. But how do you ensure you receive feedback with grace and a growth mindset?

Here are some practical tips to help you navigate the process effectively:

(1) Maintain a Positive Attitude

It's natural to feel defensive when receiving feedback, especially if it's critical. However, resist the urge to get discouraged.

Remember, the goal is to learn and grow. Approach the feedback session with an open mind and a willingness to listen. Thank the person for their time and effort, and express your genuine interest in their insights.

(2) Active Listening is Key

Don't just hear the feedback; actively listen. Pay close attention to the specific points being raised. Ask clarifying questions if needed to ensure you fully understand the feedback.

Taking notes can also be helpful to remember key points for later reflection. If taking notes manually feels distracting and difficult, consider utilizing AI note-taking assistants like  Wudpecker .

Wudpecker's AI features automatically transcribe meetings and generate summaries, capturing key points and decisions. This will free you from the burden of note-taking, allowing you to fully engage in the discussion. 

(3) Separate Feedback from Emotion

It's easy to take feedback personally. However, try to separate the feedback from your own emotions.

Focus on the content of the message, not the delivery. Remember, the feedback is about the presentation, not you as a person.

(4) Identify Actionable Items

As you listen to the feedback, identify specific, actionable items you can work on to improve your future presentations.

This might involve refining your content structure, incorporating new visual aids, or practicing your delivery techniques.

(5) Don't Try to Defend Yourself

The urge to defend your choices is understandable but resist it. Instead, acknowledge the feedback and take time to process it later.

You can always ask follow-up questions for clarification, but avoid getting into a defensive debate.

(6) Express Gratitude

Thank the person for their feedback, regardless of whether it's positive or critical. Their willingness to share their insights is a valuable asset to your growth as a presenter.

(7) Reflect and Refine

Once you've received the feedback, take some time to reflect on it. Consider which points resonate most and identify areas where you can make improvements.

Develop a plan to incorporate the actionable items into your presentation skills development strategy.

Enhancing Presentation Skills Through Feedback

We've established that presentation feedback is a powerful tool for improvement. But how exactly can you leverage this feedback to enhance your presentation skills and become a more confident and impactful communicator? 

Here are some ways to turn feedback into action:

Self-Evaluation and Targeted Feedback

Seeking feedback doesn't have to be a one-time event. Develop a habit of self-evaluation after each presentation. Consider areas where you felt strong and areas where you could improve.

Based on your self-assessment, identify specific aspects you'd like to get targeted feedback on from colleagues or mentors. This targeted approach allows you to delve deeper into specific skills and receive focused insights.

Embrace Diverse Feedback Sources

Don't limit yourself to feedback from just one or two people. Seek feedback from a diverse audience whenever possible.

This could include colleagues, managers, clients, or even friends and family who witnessed your presentation.

Each person will have a unique perspective, offering valuable insights into how your message resonated with different audience members.

Leverage Technology

Technology can be a powerful tool for gathering feedback. Consider using online feedback forms or survey tools to collect anonymous feedback from a wider audience.

You can also record your presentations and watch them back to identify areas for improvement in areas like pacing, body language, and vocal variety.

Practice Makes Progress

Once you've identified areas for improvement based on feedback, it's time to put that knowledge into action!

Practice your delivery with a focus on the specific skills you're working on.

Role-play with a colleague, record yourself practicing, or join a public speaking group to gain experience and refine your presentation style.

Consistency Is Key

Remember, presentation skills don't develop overnight. The key to becoming a confident and impactful presenter lies in consistent effort and dedication.

Integrate feedback into your ongoing development plan, actively seek opportunities to present, and continuously strive to refine your craft.

Presentations can be powerful tools for informing, persuading, and inspiring, but mastering the art of delivery takes dedication and continuous improvement.

This blog has equipped you with the knowledge to harness the power of presentation feedback. You've learned how to provide clear, actionable feedback that empowers presenters, and you've explored strategies for receiving feedback with grace and a growth mindset.

Remember, the journey to becoming a captivating presenter is an ongoing process. Embrace the power of feedback, actively seek opportunities to practice, and never stop refining your skills.

By consistently seeking improvement, you'll transform those nervous presentation jitters into the confidence and clarity needed to deliver truly impactful presentations that resonate with any audience.

What Is an Example of Feedback on a Presentation?

Scenario:  You listened to a presentation on the benefits of switching to a new project management software. 

Here's how you could provide constructive feedback:

Positive Aspects:

• Clear Introduction:  "The introduction did a great job of grabbing the audience's attention by highlighting the common pain points associated with traditional project management methods. It effectively set the stage for the presentation."

Areas for Improvement:

• Visual Aids:  "The slides felt a bit text-heavy at times. Consider incorporating more visuals like charts, graphs, or even screenshots to illustrate the features and benefits of the new software."
• Content Depth:  "While you covered the key features of the software, it might be beneficial to delve deeper into how it addresses specific challenges faced by different user groups within the company (e.g., project managers vs. team members)."

Actionable Suggestions:

• "For your next presentation, you could try including a short demo of the software in action to showcase its user-friendliness."
• "Consider adding a slide that compares the new software to existing options, highlighting its unique advantages."

How Do You Comment on a Good Presentation?

Here are some ways to comment on a good presentation:

Highlight Specific Strengths:

• Content:  "The information you presented was clear, concise, and well-organized. It was easy to follow and understand." (focuses on clarity and structure)
• Oral Presentation:  "You delivered the presentation with great enthusiasm and confidence. Your use of vocal variety kept the audience engaged." (highlights delivery skills)
• Visual Aids:  "The slides were visually appealing and effectively complemented your spoken points. They were easy to read and understand." (focuses on visuals)
• Structure:  "The flow of the presentation was logical and well-paced. You transitioned smoothly between topics and kept the audience engaged throughout." (highlights structure and audience engagement)

Focus on Impact:

• "Your presentation was very informative and insightful. I learned a lot about [topic]."
• "You did a great job capturing the audience's attention and keeping them engaged throughout the presentation."
• "Your presentation was well-organized and easy to follow. I felt like I had a clear understanding of the key points."
• "I particularly enjoyed [specific aspect of the presentation, e.g., the real-world example you used, the humor you incorporated]."

Positive and Encouraging Tone:

• "Overall, it was a very impressive presentation. Well done!"
• "I can tell you put a lot of effort into this presentation, and it showed. Great job!"
• "Thank you for sharing your insights with us. It was a very informative presentation."
• "I look forward to seeing more presentations from you in the future."
• Be genuine and specific in your compliments. Make sure you are giving constructive feedback.
• Tailor your comments to the presenter and the presentation content.
• Focus on both the delivery and the content itself.
• End with a positive feedback and encouraging note.

How Do You Give Peer Feedback to a Presentation?

Here are some things to keep in mind when giving peer feedback on presentation:

Before the Feedback:

• Preparation:  Review the presentation topic and objectives beforehand (if available) to understand the presenter's goals.
• Mindset: Approach the feedback with a positive and helpful attitude.

Delivering the Feedback:

• Start Positive:  Start by acknowledging the presenter's effort and highlighting your observed strength.
• Specificity is Key:  Focus on specific aspects of the presentation, both positive and areas for improvement. Avoid vague comments.
• Actionable Suggestions:  Don't just point out problems; offer suggestions for improvement. Use "I" statements to frame your feedback (e.g., "I found the opening story engaging. Perhaps adding a visual element could enhance it further").
• Respectful Tone:  Maintain a respectful and encouraging tone throughout the feedback session.
• Focus on the Future:  Frame your suggestions in a way that guides the presenter towards future presentations.
• Open-Ended Questions:  Consider asking open-ended questions to encourage discussion and reflection (e.g., "How did you feel the audience responded to that statistic?").

Here’s an Example of How You Might Structure Your Feedback:

"Thanks for the presentation, [presenter's name]. I really enjoyed the way you [positive aspect, e.g., explained the technical details clearly and concisely]. I noticed that [area for improvement, e.g., some of the slides seemed text-heavy]. Perhaps you could consider [actionable suggestion, e.g., using bullet points or visuals to break up the text]."

Additional Tips for Constructive Feedback:

• Tailor Your Feedback:  Consider the audience and purpose of the presentation when providing feedback.
• Be Mindful of Time:  Keep your feedback concise and focused on the most important points.
• Offer to Help:  If you have specific skills or resources that could benefit the presenter, offer your help.
• Welcome Questions:  Encourage the presenter to ask clarifying questions or seek further feedback.

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How to Give Effective Presentation Feedback

A conversation with sam j. lubner, md, facp.

Giving an effective scientific presentation, like all public speaking, is an acquired skill that takes practice to perfect. When delivered successfully, an oral presentation can be an invaluable opportunity to showcase your latest research results among your colleagues and peers. It can also promote attendee engagement and help audience members retain the information being presented, enhancing the educational benefit of your talk, according to Sam J. ­Lubner, MD, FACP , Associate Professor of Medicine and Program Director, Hematology-Oncology Fellowship, at the University of Wisconsin Carbone Cancer Center, and a member of ASCO’s Education Council.

Sam J. ­Lubner, MD, FACP

In 2019, the Education Council launched a pilot program to provide a group of selected speakers at the ASCO Annual Meeting with feedback on their presentations. Although some of the reviewers, which included members of the Education Council and Education Scholars Program, as well as ASCO’s program directors, conveyed information to the presenters that was goal-referenced, tangible, transparent, actionable, specific, and personalized—the hallmarks of effective feedback—others provided comments that were too vague to improve the speaker’s performance, said Dr. Lubner. For example, they offered comments such as “Great session” or “Your slides were too complicated,” without being specific about what made the session “great” or the slides “too complicated.”

“Giving a presentation at a scientific meeting is different from what we were trained to do. We’re trained to take care of patients, and while we do have some training in presentation, it usually centers around how to deliver clinical information,” said Dr. Lubner. “What we are trying to do with the Education Council’s presentation feedback project is to apply evidence-based methods for giving effective feedback to make presentations at ASCO’s Annual Meeting, international meetings, symposia, and conferences more clinically relevant and educationally beneficial.”

GUEST EDITOR

The ASCO Post talked with Dr. Lubner about how to give effective feedback and how to become a more effective presenter.

Defining Effective Feedback

Feedback is often confused with giving advice, praise, and evaluation, but none of these descriptions are exactly accurate. What constitutes effective feedback?

When I was looking over the literature on feedback to prepare myself on how to give effective feedback to the medical students and residents I oversee, I was amazed to find the information is largely outdated. For example, recommendations in the 1980s and 1990s called for employing the “sandwich” feedback method, which involves saying something positive, then saying what needs to be improved, and then making another positive remark. But that method is time-intensive, and it feels disingenuous to me.

What constitutes helpful feedback to me is information that is goal-referenced, actionable, specific, and has immediate impact. It should be constructive, descriptive, and nonjudgmental. After I give feedback to a student or resident, my next comments often start with a self-reflective question, “How did that go?” and that opens the door to further discussion. The mnemonic I use to provide better feedback and achieve learning goals is SMART: specific, measurable, achievable, realistic, and timely, as described here:

• Specific: Avoid using ambiguous language, for example, “Your presentation was great.” Be specific about what made the presentation “great,” such as, “Starting your presentation off with a provocative question grabbed my attention.”
• Measurable: Suggest quantifiable objectives to meet so there is no uncertainty about what the goals are. For example, “Next time, try a summary slide with one or two take-home points for the audience.”
• Achievable: The goal of the presentation should be attainable. For example, “Trim your slides to no more than six lines per slide and no more than six words per line; otherwise, you are just reading your slides.”
• Realistic: The feedback you give should relate to the goal the presenter is trying to achieve. For example, “Relating the research results back to an initial case presentation will solidify the take-home point that for cancer x, treatment y is the best choice.”
• Timely: Feedback given directly after completion of the presentation is more effective than feedback provided at a later date.

The ultimate goal of effective feedback is to help the presenter become more adept at relaying his or her research in an engaging and concise way, to maintain the audience’s attention and ensure that they retain the information presented.

“Giving a presentation at a scientific meeting is different from what we were trained to do.” — Sam J. Lubner, MD, FACP Tweet this quote

Honing Your Communication Skills

What are some specific tips on how to give effective feedback?

There are five tips that immediately come to mind: (1) focus on description rather than judgment; (2) focus on observation rather than inference; (3) focus on observable behaviors; (4) share both positive and constructive specific points of feedback with the presenter; and (5) focus on the most important points to improve future ­presentations.

Becoming a Proficient Presenter

How can ASCO faculty become more proficient at delivering their research at the Annual Meeting and at ASCO’s thematic meetings?

ASCO has published faculty guidelines and best practices to help speakers immediately involve an audience in their presentation and hold their attention throughout the talk. They include the following recommendations:

• Be engaging. Include content that will grab the audience’s attention early. For example, interesting facts, images, or a short video to hold the audience’s focus.
• Be cohesive and concise. When preparing slides, make sure the presentation has a clear and logical flow to it, from the introduction to its conclusion. Establish key points and clearly define their importance and impact in a concise, digestible manner.
• Include take-home points. Speakers should briefly summarize key findings from their research and ensure that their conclusion is fully supported by the data in their presentation. If possible, they should provide recommendations or actions to help solidify their message. Thinking about and answering this question—if the audience remembers one thing from my presentation, what do I want it to be?—will help speakers focus their presentation.
• When it comes to slide design, remember, less is more. It’s imperative to keep slides simple to make an impact on the audience.

Another method to keep the audience engaged and enhance the educational benefit of the talk is to use the Think-Pair ( ± Share) strategy, by which the speaker asks attendees to think through questions using two to three steps. They include:

• Think independently about the question that has been posed, forming ideas.
• Pair to discuss thoughts, allowing learners to articulate their ideas and to consider those of others.
• Share (as a pair) the ideas with the larger group.

The value of this exercise is that it helps participants retain the information presented, encourages individual participation, and refines ideas and knowledge through collaboration.

RECOMMENDATIONS FOR SLIDE DESIGN

• Have a single point per line.
• Use < 6 words per line.
• Use < 6 lines per slide.
• Use < 30 characters per slide.
• Use simple words.
• When using tables, maintain a maximum of 6 rows and 6 columns.
• Avoid busy graphics or tables. If you find yourself apologizing to the audience because your slide is too busy, it’s a bad slide and should not be included in the presentation.
• Use cues, not full thoughts, to make your point.
• Keep to one slide per minute as a guide to the length of the presentation.
• Include summary/take-home points per concept. We are all physicians who care about our patients and believe in adhering to good science. Highlight the information you want the audience to take away from your presentation and how that information applies to excellent patient care.

Speakers should also avoid using shorthand communication or dehumanizing language when describing research results. For example, do not refer to patients as a disease: “The study included 250 EGFR mutants.” Say instead, “The study included 250 patients with EGFR -mutant tumors.” And do not use language that appears to blame patients when their cancer progresses after treatment, such as, “Six patients failed to respond to [study drug].” Instead say, “Six patients had tumors that did not respond to [study drug].”

We all have respect for our patients, families, and colleagues, but sometimes our language doesn’t reflect that level of respect, and we need to be more careful and precise in the language we use when talking with our patients and our colleagues.

ASCO has developed a document titled “The Language of Respect” to provide guidance on appropriate respectful language to use when talking with patients, family members, or other health-care providers and when giving presentations at the Annual Meeting and other ASCO symposia. Presenters should keep these critical points in mind and put them into practice when delivering research data at these meetings. ■

DISCLOSURE: Dr. Lubner has been employed by Farcast Biosciences and has held a leadership role at Farcast Biosciences.

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.css-1qrtm5m{display:block;margin-bottom:8px;text-transform:uppercase;font-size:14px;line-height:1.5714285714285714;-webkit-letter-spacing:-0.35px;-moz-letter-spacing:-0.35px;-ms-letter-spacing:-0.35px;letter-spacing:-0.35px;font-weight:300;color:#606F7B;}@media (min-width:600px){.css-1qrtm5m{font-size:16px;line-height:1.625;-webkit-letter-spacing:-0.5px;-moz-letter-spacing:-0.5px;-ms-letter-spacing:-0.5px;letter-spacing:-0.5px;}} Best Practices Become a better presenter -- with a little help from your friends

by TED Masterclass Team • May 12, 2020

Getting useful feedback can be a critical step in developing an effective presentation - it can also be harder to find than you might expect. Honest feedback calls on you to be vulnerable, and forces your feedback partner to sometimes deliver difficult constructive criticism. The good news is that this type of deep and authentic feedback can encourage personal growth and a willingness to take creative risks.

Get high-quality feedback that elevates your presentation skills by putting in a little extra preparation and focus.

First, decide who to ask for feedback

Feedback can feel personally risky if it’s coming from a close friend or colleague. Because these relationships are so important to us, honest feedback can end up feeling critical. In these situations, it can become tempting to give non-critical feedback, but that’s not helpful.

The person you work with to give you feedback should be someone:

• You want to learn from, who pushes you to think creatively
• With a different perspective - it can help to look beyond the people you spend a lot of time with personally or professionally
• Who shares your enthusiasm for acquiring new skills and is excited for you to become a better presenter

Then, prepare to receive feedback

Just as important as deciding who will be giving you feedback, is creating an environment and mindset where giving and receiving constructive feedback is easy.

• Create a distraction-free time and space for getting feedback. Ideally both of you should be present, focused, and open. If we’re feeling stressed or pressed for time, it’s hard to be a good feedback partner. That’s why it’s wise to tune in to how you’re feeling before you schedule a session.
• Remind the person that you’re looking for honest feedback to be the best presenter you can be.
• Before getting started, tell the person if there are any specific aspects of your idea or talk that you’d like them to focus feedback on.

Finally, ask the right questions

Giving feedback can be overwhelming for your partner if they don’t know what they should be focusing on. Decide on these areas ahead of time, and let your partner know. Then follow up with questions that will help them hone in on the most helpful feedback points for you.

Get overall feedback using these three questions:

• What works?
• What needs work?
• What’s a suggestion for one thing I might try?

Get specific feedback using these questions:

• Delivery: How is it landing for you overall? Are there places where your attention is wandering? What’s distracting?
• Content: Do you get this - will the audience? What questions do you have? Where are you engaged? Surprised? Moved? Is there a clear takeaway for the audience? Do you have any clarifying questions?

Good feedback is a gift that can really elevate your presentation skills. Make the most of your feedback opportunities with a little preparation.

© 2024 TED Conferences, LLC. All rights reserved. Please note that the TED Talks Usage policy does not apply to this content and is not subject to our creative commons license.

How to give feedback on a presentation

Knowing how to give feedback on a presentation helps people become better presenters, sharpens their message, and gauges audience engagement ahead of time.

December 7, 2022

How many times have you been asked to give feedback on a presentation, and, while trying to organize your thoughts after hearing the presentation in real-time, found it hard to muster anything more than, "It's good"?

Or, you've taken the time to give thoughtful, nuanced advice on how a colleague can improve their presentation, only to find that you don't know exactly how to communicate it, or they don't know exactly how to implement it?

Any kind of creative feedback is difficult to conceptualize without the proper context, and that's doubly true for presentations, where you're often asked to listen to the presentation, absorb the information it's conveying, process your thoughts, and deliver a critique — all in real time. No one can give good feedback that way, but it's not the presenter's fault (or yours!). You just need a better feedback process.

Giving better presentation feedback requires examining two things:

• The feedback itself
• How it's being given (and received)

Ready to learn how to improve them both? Let's get started.

Why it's important to give feedback on a presentation

Giving feedback on a presentation comes with several key benefits.

It promotes growth and builds better presentation skills

No one is born an effective presenter. It takes time, skill, and practice to build public speaking and communication skills to where you can knock a presentation out of the park — every time.

As the old adage goes, practice makes perfect. Giving practice presentations for feedback from trusted peers and colleagues gives you an opportunity to get more presenting time under your belt — with lower stakes.

And by giving effective, actionable feedback (more on that below) to a colleague, you help ensure their next presentation is even better, which can benefit your company or organization.

It helps sharpen the message

When it comes to getting the message exactly right in a presentation, self evaluation can really only go so far. Sometimes it takes another point of view (or several of them, from all across your organization) to collaborate and craft exactly what key points you want attendees to take away from a presentation. Giving feedback allows you to help refine and sharpen the message — and to work with others who are also giving feedback — until it's perfect.

It gauges audience engagement

One of the hardest things about giving a presentation is holding audience attention from the first slide until the last.

This is especially true for an oral presentation that doesn't have any audiovisual components. In this case, it's crucial to know if there are any points where audience members might be more prone to losing focus — like if your presentation gets a little too in the weeds.

Giving feedback allows you to put yourself in the audience's shoes. Try to see and hear the presentation from their perspective, and if there's any point where you feel your mind start to wander, make a note of it — that's a point where audience engagement may be at risk during the real thing.

All feedback is not created equal

It's important to note that not all feedback is good feedback.

Not all feedback provides a benefit to the person giving the presentation. It isn't all actionable. It isn't all relevant. It isn't all useful.

When feedback is bad, it's usually for one of two reasons.

The feedback itself is of poor quality

Even when you have the best of intentions, you might still give bad feedback.

Some examples of poor quality feedback include:

• Feedback that's vague or unclear
• Feedback that's overly personal or meant as an attack
• Feedback that's dishonest, even if intended to spare the presenter's feelings

The feedback isn't communicated effectively

It's also possible to have useful feedback to give to a presenter, but to lack an effective system for communicating it. This can be especially challenging when there are multiple people trying to give feedback on one presentation at the same time. 

That's why bubbles is the best way to give feedback on a presentation. 

The presenter can record their speech, including a video of their screen to capture a Powerpoint presentation or any other visual aid they plan to use. Then, colleagues who are giving feedback can do so by leaving their comments at the exact, time-stamped moment where their feedback applies — and they can give their critique in text, audio, or video. Anyone can respond to a comment within a thread that captures (and preserves) all the context of the conversation so far. This makes it easier for a group to give feedback collaboratively, and makes it possible for the presenter to refer back to feedback at any time.

6 ways to give effective feedback on a presentation

Ready to give feedback that will turn a good presentation into a great one? The six tips below will help you give feedback that's effective and useful to the presenter, leaving them with clear takeaways they can use to level up their presentation. Let's get started.

Be specific

When giving feedback, try to be as specific as possible. Rather than saying something like, "I thought the presentation was effective," tell the presenter exactly what was effective. For example, a better piece of feedback is: "The key takeaway from the fifth slide was clear and really resonated with me." It tells the presenter exactly what you thought worked, rather than a vague, catch-all compliment.

If you're having trouble being more specific with your feedback (like if you aren't sure how to articulate your advice), sometimes an example can help! In your bubble comment, use a snippet of your own presentation (or even a Ted Talk or other professional speaking event) to more clearly illustrate what you're asking the presenter to do or change.

When you leave comments on the presenter's bubble, be sure to time-stamp them to the exact part of the presentation where the feedback applies. This can help ensure that the presenter gets the most value from your feedback, and can see what you mean in the proper context.

Be actionable

Even if your feedback is as specific as possible, it won't help the presenter if there's nothing they can do about it. That's why the next tip is to give feedback that's actionable — that is, don't just tell the presenter what they should change, but tell them what steps they can take to improve.

For example, don't just say someone needs to work on their body language while presenting. Tell them, as specifically as possible, how their body language could be improved; for example, if they should make more eye contact with audience members or gesture more with their hands while speaking.

You can even take this a step further and explain why you made this suggestion. For example, this feedback might be something like, "I would suggest making an effort to make eye contact with more members of the audience. This will engage more people and hold their attention, while helping your speech sound more natural."

Be constructive

In the same vein as giving actionable feedback is making sure you're giving constructive feedback — that is, that your feedback is about things the presenter can control and change.

Constructive criticism can be difficult to do well. It requires pointing out ways a presenter can improve — sometimes ways that can feel personal to them as they're on the receiving end of the feedback. But if the feedback is truly constructive, it's better to give it than to sugarcoat your critique to spare a presenter's feelings. And if hurting the presenter's feelings is the goal for the feedback, it's definitely not constructive.

Call out positives along with points of improvement

When giving feedback on a presentation, it can be easy to only focus on things you feel the presenter needs to improve. But it's just as important to give positive feedback that lets them know what they're doing well.

In fact, you might want to work even harder to find the positives than to point out places where the presenter can improve. In one study, conducted by academic Emily Heaphy and consultant Marcial Losada, team effectiveness was measured and compared with the ratio of positive and negative comments that team members made to one another. Heaphy and Losada found that in the most effective teams, the ratio was 5.6 — meaning those team members gave each other nearly six positive comments for every single negative one.

Medium performing teams averaged 1.9 positive comments for each negative one. And low performing teams were more negative than positive, with a 0.36 ratio (nearly three negative comments for every positive one).

The research shows that, as tempting as it may be to only point out ways a presenter can improve, it may help them even more to find as many positives as possible to go along with your constructive criticism.

This is another tip where you have a balance to strike. You should give feedback to the presenter quickly, but not so quickly that you don't have time to absorb their presentation and process your thoughts, first.

Giving feedback in real-time (for example, in a review meeting) can seem effective, since it gives the presenter a way of receiving feedback instantly. However, giving instant feedback isn't always ideal for the colleagues who are critiquing the presentation, who might give more helpful feedback if they have more time to gather their thoughts.

When you use bubbles to give feedback on a presentation, it allows everyone on the team to give feedback at their own pace. It also allows people to watch the presentation more than once, or go back through certain sections they'd like to revisit before giving feedback.

It also eliminates the need to schedule a meeting to deliver presentation feedback. Even if the presenter and people giving feedback are separated by time zones , they can watch the presentation and deliver feedback at times that are convenient for them — and the presenter can access (and action) that feedback whenever they're back online.

Do a few rounds of feedback

As everyone gives their feedback, they can collaborate in comment threads in the bubble. This allows everyone to see what's been said already, including all the context and nuance of the discussion, keeping everyone on the same page. The presenter can follow up with comments, and those giving feedback can watch the presentation more than once to give a few rounds of feedback.

This helps ensure that feedback is as comprehensive as possible, and that the presenter and everyone critiquing their presentation is able to focus on any key messages that come out of the feedback rounds — what changes are most impactful? What will really take this presentation to the next level?

Make feedback more comprehensive and collaborative

Giving feedback on a presentation will be most effective when your entire team can work together, seamlessly, to give comprehensive feedback to the presenter. With bubbles, you can have that conversation together, with all the context necessary to craft the perfect presentation.

Get started today with bubbles' free Chrome extension and start working together, in context.

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How to Collect Feedback on a Presentation

How, exactly do we collect feedback on a presentation? Are there ways to solicit feedback that will help us grow as speakers? The answer is, absolutely, YES! However, the way that you typically ask for feedback may not be the best way to gain confidence as a speaker. In fact, many traditional feedback techniques can actually make you more nervous. In addition, speakers will sometimes make adjustments to their delivery based on anecdotal issues. This can start a snowball effect that leads to terrible presentation skills.

A Funny Example of How Feedback Can Throw You Off Your Game.

A few years after I started The Leaders Institute ®, I was asked to be a keynote speaker at a quarterly meeting. The group loved my presentation so much, they hired me to come back in the next quarter as well. After the second speech, members of the group came to the front of the room and thanked me. They shook my hand and complimented me over and over. I felt really good about the presentation. The last woman to speak to me, though, was the founder of the association. She was long retired from the industry, but since she was the founder, she was still quite involved in the meetings. Just like the other attendees, she started with a nice compliment.

She said, “I really enjoyed your speech! The group had so much fun listening to you. Do you mind if I give you some critical feedback, though?”

I nodded, so she continued. “I’ve noticed that a few times during the speech, you ‘double-clutched.’ My Toastmasters group can probably help you with that.”

I smiled and thanked her for the feedback. However, I didn’t change anything that I was doing as a speaker as a result of the comment. There were over 100 people in the audience. Dozens of these people told me how great the presentation was. The group liked my delivery so much that they paid a fee for me to speak to them… TWICE. And, I got a single, anecdotal, comment to make a change. Most speakers would make a change because of the comment. I didn’t.

Traditional Ways to Collect Feedback on a Presentation

• Printed Exit Survey from the Audience

In the early days of our presentation skills class , we surveyed every graduate. I used the surveys as a way to measure instructor effectiveness.

Out of the blue, I got a phone call from a class member who wanted a partial tuition refund. When I asked him to clarify, he said, “Well, the instructor let us out of class 30 minutes early each day. I want a refund for the missed time.” It was a weird request, so I did some investigating.

I looked at past surveys from this guy’s instructor. The exit surveys for the instructor were all top-notch. I decided to set up an audit of this instructor’s next class. Turns out that the instructor wasn’t following our instructor guidelines. His class members weren’t getting the massive reduction in public speaking fear that we promised. However, they had no way of knowing this. They liked the instructor, so they gave him high marks on the surveys. The results they received were subpar, though.

• Collect Feedback on a Presentation from Friends or Coworkers

For instance, if a speaker talks faster when he/she is nervous, a friend might suggest to slow down. However, this is a symptom of nervousness. Slowing down will just make the person more conscious of the nervousness. So, the nervousness will likely show up in a multitude of additional symptoms.

An analogy for this would be if your “Check Engine” light comes on. You can crawl under the dashboard and snip the electric wire to the light. The light will go off. The problem with the engine will still be there.

It is better to ask these friends for more specific feedback. “Did what I say make sense?” or “Was what I said easy to understand?”

• Self-Criticism from Video Presentation Feedback

This final type of feedback is the most detrimental. We are our own worst critic. So, I would never encourage you to video yourself as a way to improve your presentation performance. You will knit-pick every negative thing that you see about yourself. When we conduct video feedback in our presentation seminars, we focus on the positive. If you focus on your natural strengths, you will grow as a speaker. If you focus on your weaknesses, they will grow.

How to Collect Feedback on a Presentation that Will Increase Your Presentation Skills

If you want better feedback on your presentation skills, here are a few that work every time!

• The Way Your Audience Reacts to You Is a Much Better Way to Judge Your Effectiveness

Are audience members on their cellphones? If so, you are likely less interesting to them than what they are looking at. You should change something.

Are people getting up and leaving the room. If so, you have likely spoken too long without giving them a break.

Are they looking at you and nodding when you speak? If so, you are probably doing really well. They are agreeing with you and paying attention.

• Visual Feedback from Friends or Coworkers.

Although the verbal feedback from friends and coworkers can throw you off, the visual feedback can be helpful. One of the tips we give folks in our classes is to practice your presentation with a partner. (We do this in our classes before most presentations.) As you run through your presentation with another person, you get to see how they react. When you say things that they understand, they nod in agreement. When you say something confusing, their facial expressions will change. This allows you to alter and adapt your delivery. If you practice alone, you don’t get this important feedback on a presentation.

• Get Feedback on a Presentation from a Professional Coach.

Eventually, you may get to a point where you want some professional help with presentations. Investing in a good presentation can be a wise decision. If you have a big presentation where a lot is on the line, feedback from an independent third-party can help.

This is the way that I began helping companies with “shortlist” presentations. A company in Houston had a series of high-level sales presentations which amounted to millions of dollars. They wanted someone outside of their company to help them deliver the best presentations possible. After helping them with a few of these, I got better and better as a coach. In fact, we went on a run where we won about 12 of these presentations in a row.

People who attend our presentation training classes often come for this type of coaching as well. They have a big presentation coming up and want to do their best. So a class can be a good way to get access to a professional coach without the expense of one-on-one coaching.

Good Feedback Helps You Improve. Bad Feedback Can Stunt Your Growth

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How To Give & Receive Constructive Presentation Feedback

Table of contents, why feedback is important.

We’ve heard it before, to never stop learning. To strive for continuous growth and personal improvement. As intuitive as it sounds, it can be harder than expected.

How do you know what to improve on or why to improve on certain key points? Our personal bias of performance and fear of failure blinds us from our weaknesses. You pinpoint what needs improvement based on feedback.

Feedback is important because it promotes personal and professional growth by targeting key aspects of one’s performance. With ongoing constructive feedback, an individual is able to hone in on individual skill sets in a very organized way.

Without feedback, the progression of growth is slowed. Bad habits are often overlooked and become permanent habits and giving up is more likely to occur as proper structure and guidance isn’t given.

At Presentation Geeks, we’ve completed multiple presentation designs for some of the world’s best speakers and companies . We’ve created downloadable visual presentations , sizzle reels , e-learning solutions and business forecasts reports. What we’re trying to say is we’ve seen it all. By seeing it all, we’ve also heard it all. Feedback is second nature to us and one of the foundational blocks in which our business is built upon. We know how important receiving and giving feedback is.

With that being said, we’ve outlined and gone into more detail on two reasons why feedback is important.

Gauges Audience Engagement

Feedback is important because it can be used as a gauge for audience engagement.

As perfect as we’d like to think we are, everyone has an opportunity to grow. Even a good presentation has at least a couple of things in which it can improve on. With opportunities to grow means feedback to be received. There will always be feedback to receive whether positive or negative.

If you have just completed a presentation and request feedback but receive none, you might think to yourself, “Excellent! There is absolutely nothing I need to improve on.” which unfortunately can mean quite the opposite.

Receiving no feedback could be an indication that you lost the audience’s attention. How can they provide feedback when they weren’t even listening to begin with?

Before jumping to the worst case scenario, there are a few things you can do to help weed out whether your presentation was not engaging .

First, try adding easier ways for the audience to engage with you and provide feedback. By having audience members sign-up online, you can get their email address and follow up with a feedback form such as SurveyMonkey .

Feedback forms are great because it allows the audience to easily provide feedback without needing to go out of their way to do it.

You might also take the approach of getting direct feedback. If there is an opportunity after the presentation to interact with the crowd and break off into small group chats, don’t be afraid to ask for feedback. Most people are more than happy to provide feedback and want to!

Improves Presentation Skills

Asking for feedback will also help improve your presentation skills .

When people are asked to give feedback on a presentation, most of the feedback you will receive will be on your delivery or the slides.

You’ll receive feedback such as, “You effectively command attention.” or, “Your slides could be more visually appealing.” or, “You overdid it on the facial expressions and they became a bit distracting.”.

The feedback you’ll receive will be both positive and negative. Don’t forget, it’s up to you to ask for the feedback, receive the feedback and take action on it. By taking action on the feedback as it relates to your presentation skills or your presentation slides, you’ll ultimately improve on your presentation skills.

Now that we know why feedback is important, let’s go over how to give and receive feedback.

How To Give Constructive Presentation Feedback

People are always looking for feedback yet not enough people give honest, good, constructive feedback. The feedback received is rarely helpful.

Giving constructive presentation feedback is an art you should master. By being able to not only receive constructive criticism, but give it as well, you’ll get a better appreciation for other people’s presentation skills and reflect upon yours. It will make navigating your own feedback journey easier.

Below you’ll find ways on how to give constructive feedback next time you’re asked.

Focus On Behaviour, Not The Person

When giving feedback, make sure it’s on the skills a person can control and change such as their behaviour rather than themselves as a person.

When you give feedback which targets a person’s character rather than their behaviour, they’ll become defensive and the feedback comes across as harsh criticism rather than constructive feedback.

Be Actionable

When giving feedback, follow up with an actionable item the person can do to work towards improving.

For example, if you felt their presentation didn’t flow well and you were lost as an audience member, don’t just leave it at that. Expand upon your comment by suggesting they add a slide outlining key agenda items. Take it a step further and explain why you suggested this.

You may say, ” I would suggest adding a slide which outlines key objectives because it will give the audience clear takeaways as to what to expect throughout the presentation. This is something I felt was missing.”

This is an actionable item someone can take away and implement and you’ve backed it up with a strong reason as to why they should do it.

Be Specific

Make sure the feedback you’re providing is specific.

Don’t just say someone needs to improve their communication skills. Be specific!

You could frame the feedback in a way that targets different forms of communication. You could pinpoint to their body language or their oral presentation. Both are forms of communication skills and without being specific, they wouldn’t know what to improve upon.

Be Realistic

Learning and growing is an ongoing progression. We can’t go from 0 – 100 overnight. We need to set realistic boundaries with the feedback we provide.

You want to be realistic when you communicate key points someone can improve on to ensure they don’t get discouraged and quit.

If requested to give feedback, be sure to do it in a timely manner.

Providing feedback in a timely manner will not only benefit the one asking, but you as well as you’re able to provide more accurate feedback.

As time goes on, you’ll begin to forget the small details that made up the entire presentation. By giving feedback in a timely manner, you’ll be able to provide more accurate and effective feedback.

Offer Continuing Support

Continuing support will take your ability to provide feedback to the next level and is immensely helpful.

Offer continuing support will allow you to establish a long-lasting rapport with people. These same people will most likely be providing you with feedback in the future.

Giving ongoing support will also allow you to become a master of your craft. The best way of fully understanding a topic is by teaching it. To become a master of presenting, you also need to be open to giving feedback. It will help you remain consistent.

End On A Positive Note

Lastly, end all feedback on a positive note.

The best growth and learning stems from positive reinforcement which can be as simple as ending things off with a positive note. Be mindful and honest with what positive note you want to end on.

A sincere compliment is far more effective than one that feels forced.

How To Receive Constructive Presentation Feedback

Once you’re able to effectively give good constructive feedback, we can now focus on receiving feedback.

What good is asking and receiving feedback if you don’t know what to do with the information. Instead of squandering golden nuggets of information, here is what you should do when asking for feedback after your own presentation.

Listen Carefully

Once you’ve asked for feedback, stop talking and listen.

Don’t try to justify your reasoning, don’t try and steer the conversation in a direction which favours your actions, just listen.

Be Aware Of Your Responses

Be aware of your responses to feedback. This includes body language, facial expressions and social cues.

You don’t want to come across as if you’re taking the feedback too personally. This will make the person providing the feedback feel like they’re hurting your feelings and they should stop or begin sugarcoating the feedback.

This will only result in inauthentic feedback which is not constructive. You want to be creating a space which can create dialogue surrounding helpful feedback.

You’ll receive a bunch of feedback over your life and the only way to grow is to be completely open with all the feedback you’ll receive.

The moment you start to close yourself off from feedback, is the moment you hinder your progression and growth.

Understand The Message

Before you leave with the feedback, make sure you fully understand what the person was trying to say.

The worst thing you can do is change something that isn’t broken. Before you walk away to start changing things, always make sure you know what you’re about to change is correct.

Reflect & Process

After you received the feedback, take time to reflect and process. This is a perfect time to conduct a self-evaluation on how you believe you did with your presentation.

Does the other person feel the same way? What are the differences they saw in my presentation that I didn’t see?

Don’t forget, we are perfectly imperfect human beings. You will never have a perfect presentation. With varying audiences all interested in something unique, you will have a hard time crafting presentation material with key messages that is compelling to everyone.

Always follow up.

Following up allows you to take action and measure your success to see if you’ve changed for the better.

Following up also makes sure the other person feels heard. What is the point of giving feedback if the person you give it to does nothing with it?

By following up, it shows you’ve taken their feedback to heart and you’re taking action.

Author:  Ryan

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How to Give Feedback on a Presentation Professionally

Master the art of professional communication in business settings with expert guidance. Learn how to give feedback on a presentation professionally.

As professionals, we frequently find ourselves in situations where we need to provide feedback on presentations. Whether it's in a corporate setting, educational institution, or any other professional environment, the ability to offer constructive criticism is a valuable skill. This guide aims to provide comprehensive insights and practical strategies for effectively giving feedback on presentations, ensuring a positive and growth-oriented approach.

Understanding the importance of giving professional presentation feedback

Enhancing the Learning Experience for the Presenter

Providing feedback on a presentation plays a vital role in enhancing the learning experience for the presenter. It offers them an opportunity to gain valuable insights into their strengths and areas for improvement. By providing constructive feedback, presenters can refine their skills, leading to continuous growth and development. When feedback is given professionally, presenters feel encouraged and supported in their efforts to improve, fostering a positive learning environment.

Fostering a Culture of Improvement and Growth

Understanding the art of giving professional presentation feedback helps in fostering a culture of improvement and growth within a team or organization. When feedback is delivered effectively, it promotes a mindset of openness and continuous learning. This, in turn, creates an environment where individuals are motivated to strive for excellence, leading to overall progress and success.

Building Constructive Relationships Through Honest Feedback

Professional presentation feedback allows for the building of constructive relationships between the presenter and the audience. It demonstrates a commitment to the presenter's success and professional development, fostering trust and transparency. By offering feedback in a professional manner, relationships are strengthened, leading to enhanced collaboration and communication.

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Practical examples of dealing with proper presentation feedback

Example 1: handling a presentation feedback dilemma in a team setting.

Scenario : In a team meeting, a colleague presents a project but lacks clarity and coherence.

Common Mistakes :

Providing vague or unclear feedback that doesn't address the specific issues in the presentation.

Using a confrontational tone that may demoralize the presenter.

Best Expression : "I appreciate the effort you put into the presentation. It would be helpful to streamline the content for better clarity and precision. Let's work together to ensure the next presentation is impactful and well-structured."

Example 2: navigating delicate situations when providing presentation feedback

Scenario : A team member exhibits nervousness and lacks confidence during a presentation.

Overlooking the emotional aspect and focusing solely on technical errors.

Criticizing without acknowledging any positive aspects of the presentation.

Best Expression : "Your dedication and effort are evident. Let's focus on building confidence through practice and incorporating storytelling techniques. Your passion for the topic will undoubtedly resonate with the audience when presented more confidently."

Example 3: tackling sensitive feedback scenarios in presentation evaluation

Scenario : Providing feedback to a team leader on their presentation.

Feeling intimidated and hesitant to provide honest feedback.

Overemphasizing minor issues, which may dilute the impact of the feedback.

Best Expression : "Your insights were valuable. Let's further emphasize the key points to provide a more impactful message. With enhanced clarity, the presentation will effectively drive our team's objectives."

Consequences of inadequate presentation feedback

Impeding the Presenter's Growth and Development

Inadequate feedback can hinder the presenter's growth and development. Without constructive criticism, the presenter may continue to exhibit the same shortcomings, impeding their professional advancement.

Hindering Team Progress Within Professional Settings

Insufficient feedback can hinder team progress within professional settings. When presentations lack constructive input, it may lead to a stagnation of ideas and innovation within the team, impacting overall productivity.

Creating an Environment of Ineffectual Communication and Ambiguity

Failure to provide professional feedback on presentations can create an environment of ineffectual communication and ambiguity. It may lead to misunderstandings and a lack of clarity in conveying ideas and information, affecting the organization's effectiveness.

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Step-by-step instructions on providing professional presentation feedback

Understanding the context and objectives of the presentation.

To provide effective feedback, it's essential to gain a thorough understanding of the context and objectives of the presentation. Consider the audience, the purpose of the presentation, and the key messages that need to be conveyed.

Utilizing a structured approach to formulating and delivering feedback

Structure the feedback by addressing specific areas such as content, delivery, and overall impact. This provides a clear framework for the presenter to assess their performance and work on areas that need refinement.

Incorporating empathy and constructive criticism in the feedback process

Approach the feedback process with empathy, recognizing the effort and dedication of the presenter. Combine this with constructive criticism to guide them towards improvement while maintaining a positive and supportive tone.

Providing actionable recommendations for improvement

Offer actionable recommendations by suggesting specific strategies for improvement. This empowers the presenter to implement practical changes, thereby fostering continuous growth and development.

Articulating professional presentation feedback

When articulating professional presentation feedback, it's essential to focus on building rapport and trust while employing encouraging language that emphasizes growth and improvement. Emphasizing the importance of clarity and specificity in feedback further ensures the effectiveness of the communication process.

Professional feedback: do's and dont's

In conclusion, understanding how to give feedback on a presentation professionally is an invaluable skill that contributes to personal and professional growth. By recognizing its importance, incorporating best practices, and leveraging practical examples, individuals can navigate the feedback process with confidence and proficiency, ultimately fostering an environment of continuous improvement and excellence.

How can i offer criticism without demoralizing the presenter?

Offering criticism without demoralizing the presenter involves framing feedback constructively, focusing on the potential for improvement, and recognizing the efforts made by the presenter.

What if the presenter disagrees with the feedback provided?

In the event of disagreement, it's important to engage in open dialogue, understanding the presenter's perspective, and collectively working towards finding common ground for constructive feedback.

How do i deliver feedback to a superior or manager professionally?

When providing feedback to a superior or manager, it's essential to approach the conversation with respect, clarity, and a solutions-oriented mindset, ensuring that the feedback is aligned with the professional context and objectives.

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Collecting Presentation Feedback to Improve Your Skills

Why is getting presentation feedback so important.

Collecting presentation feedback is probably low on your list of priorities, especially if you’re terrified of public speaking and not making a fool of yourself in front of a group of people is your biggest concern. But having some sort of response system in place so your audience can provide you with feedback on your presentation is an incredibly useful (not to mention inexpensive) way to improve your public speaking skills and become an even better presenter.

Why is getting presentation feedback so important?

For starters, when people provide you with feedback—even if it’s negative—you know they were paying attention. They were listening and watching, and by telling you what they thought of your presentation, they’re giving you input on your overall message, from what you said to how you said it .

That’s powerful information; it’s the best way for you to know if your presentation is doing what you want it to, whether that’s to inform, persuade, or motivate other people. Who better to tell you than the people in your audience?

Choose The Right Response System

Despite its usefulness, speakers continue to pass up the opportunity to poll audiences to get their feedback on a presentation. Certainly, no one wants to feel rejected or be told their presentation was terrible, but wouldn’t you rather be told your presentation missed the mark, than to continue delivering bad presentations that don’t engage audiences?

Not only that, but without presentation feedback, a speaker is forced to self-evaluate. Some will be overly-critical while others will be self-congratulatory—neither of which are beneficial or inspire the speaker to get better.

Offer a Presentation Feedback Form

In our Presentation Skills Training workshops, we talk about the importance of making a connection with the audience, and that connection doesn’t need to end with the presentation.

An immediate response system, such as providing your audience with a presentation feedback form to fill in and return at the end of the presentation is one way to gauge your performance. You can also encourage audience members to use other methods to provide feedback, such as directly to you through temp email , on social media, or online on Google or Yelp. This way, they’re not only helping you by rating your presentation, but their positive reviews will bolster your reputation, which will encourage others to work with you. And they’re staying connected with you beyond the presentation.

If the thought of having people “judge” your presentation frightens you, think about how getting positive feedback will make you feel. If you’re someone who lacks confidence or tends to be self-critical of your performance, hearing others tell you your presentation was inspiring or enjoyable can go a long way to helping you overcome your feelings of inadequacy.

Using Presentation Feedback to Achieve Your Goals

Whatever the situation that’s brought you to the podium—whether you’re a keynote speaker at a fundraiser or delivering a sales pitch—getting presentation feedback can be energizing. Consider how you feel when a manager or co-worker congratulates you on a job well done. You feel invigorated and motived to continue doing a good job that gets recognized.

The same is true of positive presentation feedback: When you know you’ve achieved your goal of connecting with an audience , you’re motivated to keep making those connections—and make them even better.

So what should your presentation feedback form (or other response system) look like? That’s up to you. But however you decide to collect presentation feedback, use the comments you receive to:

• Assess what you are doing well and where you need to improve
• Understand how your message is being received by others
• Direct you toward achieving your goals (e.g., increase your number of sales)

Not All Feedback is Bad

The term ‘feedback’ has earned a bad rap with some people. They hear it and run because they’re afraid someone will say something negative about them.

Not all feedback is negative, and not all of it is positive. But it should always be constructive, and as a public speaker you should want to hear it all. It’s the best way to know what your audience is getting from your presentation so you can improve your public speaking skills.

Do you provide opportunities for your audiences to give feedback? Tell us about it in the comment section or find us on social media and bring the conversation there. We’re on Facebook , Twitter , Google+ and LinkedIn .

16 Comments

I joined Toastmasters a year ago and have had some good feedback and some not so good. Some of the members were in my shoes, really not sure how to evaluate my presentations very well. Feedback is great but I guess it depends on the person giving the feedback.

Self evaluation is always hard to do. I’m a firm believer in having another person critique your work- it’s an opportunity to learn more about yourself!

Good post! I also had a bad feeling about the feedback until I read this post. I’ll be definitely using feedback form next time. I might still feel a bit uneasy, though.

I would like to get some professional feedback on my delivery. I think I will have someone video my presentation and send it to you guys to evaluate it.

I am a corporate trainer and give presentation feedback to our managers. Most of our folks really appreciate having good feedback so they can make their next presentations better.

Soliciting feedback is scary but necessary if you want to improve and I do…very scary though. Good article 

Since I have written feedback forms for companies myself, I know how they work.But reading this blog set me thinking as to how it helps the presenter. I agree with the author that feedback, whether good or bad, definitely helps us in evaluating oneself.

Yes. I agree with everyone who says feedback can be scary-but it can also be helpful. The key is getting people to use constructive criticism. You are also going to have to get used to the occasional remarks from someone who is just being spiteful. Learn to recognize constructive criticism and take it to heart.

I used to take all feedback as negative. I wasn’t able to differentiate “bad” from “constructive”. This greatly hurt me in the workforce and I actually lost my first job fresh from college over it. I have come a long way but I am still learning and things like this help me a lot. Public speaking on any level has never been easy for me but I have always been way too hard on myself. I see that now.

I have never had anybody give me any feedback on my presentations.

One of the cardinal characters of people who want to succeed is the courage to accept valid criticism. Feedbacks must not be good but it is a necessity that will help to know if you rea making progress

Great feedback is absolutely essential to one’s ability to polish one’s skills even as an experienced speaker. Without it, we are unable to assess our strengths and growth opportunities along the way. Who wants to fall into a rut and never improve when called upon to speak? I would say no one which is why feedback is a must for both amateur and experienced speakers.

Good article. Very knowledgeable and informative. I would like to read new articles related to this! I Would also like you to read our articles related personality development and mental health.

Good article. Very knowledgeable and informative.

Your article provides helpful tips on how to collect feedback to improve our presentation skills.

good bro. Thx!

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16 constructive feedback examples — and tips for how to use them

Giving constructive feedback is nerve-wracking for many people. But feedback is also necessary for thriving in the workplace. 

It helps people flex and grow into new skills, capabilities, and roles. It creates more positive and productive relationships between employees. And it helps to reach goals and drive business value.

But feedback is a two-way street. More often than not, it’s likely every employee will have to give constructive feedback in their careers. That’s why it’s helpful to have constructive feedback examples to leverage for the right situation. 

We know employees want feedback. But one study found that people want feedback if they’re on the receiving end . In fact, in every case, participants rated their desire for feedback higher as the receiver. While the fear of feedback is very real, it’s important to not shy away from constructive feedback opportunities. After all, it could be the difference between a flailing and thriving team. 

If you’re trying to overcome your fear of providing feedback, we’ve compiled a list of 16 constructive feedback examples for you to use. We’ll also share some best practices on how to give effective feedback . 

What is constructive feedback? 

When you hear the word feedback, what’s the first thing that comes to mind? What feelings do you have associated with feedback? Oftentimes, feedback conversations are anxiety-ridden because it’s assumed to be negative feedback. Unfortunately, feedback has this binary stigma, it’s either good or bad.

But in reality, there are plenty of types of feedback leveraged in both personal and professional relationships. They don’t all fall into one camp or the other. And each type of feedback is serving a purpose to ultimately better an individual, team, or work environment. 

For example, positive feedback can be used to reinforce desired behaviors or big accomplishments. Real-time feedback is reserved for those “in the moment” situations. Like if I’ve made a mistake or a typo in a blog, I’d want my teammates to give me real-time feedback . 

However, constructive feedback is its own ball game. 

What is constructive feedback?

Constructive feedback is a supportive way to improve areas of opportunity for an individual person, team, relationship, or environment. In many ways, constructive feedback is a combination of constructive criticism paired with coaching skills. 

16 constructive feedback examples to use 

To truly invest in building a feedback culture , your employees need to feel comfortable giving feedback. After all, organizations are people, which means we’re all human. We make mistakes but we’re all capable of growth and development. And most importantly, everyone everywhere should be able to live with more purpose, clarity, and passion. 

But we won’t unlock everyone’s full potential unless your people are comfortable giving feedback. Some employee feedback might be easier to give than others, like ways to improve a presentation. 

But sometimes, constructive feedback can be tricky, like managing conflict between team members or addressing negative behavior. As any leader will tell you, it’s critical to address negative behaviors and redirect them to positive outcomes. Letting toxic behavior go unchecked can lead to issues with employee engagement , company culture, and overall, your business’s bottom line. 

Regardless of where on the feedback spectrum your organization falls, having concrete examples will help set up your people for success. Let’s talk through some examples of constructive feedback. For any of these themes, it’s always good to have specific examples handy to help reinforce the feedback you’re giving. We’ll also give some sample scenarios of when these phrases might be most impactful and appropriate. 

Constructive feedback examples about communication skills  

An employee speaks over others and interrupts in team meetings.

“I’ve noticed you can cut off team members or interrupt others. You share plenty of good ideas and do good work. To share some communication feedback , I’d love to see how you can support others in voicing their own ideas in our team meetings.” 

An employee who doesn’t speak up or share ideas in team meetings.

“I’ve noticed that you don’t often share ideas in big meetings. But in our one-on-one meetings , you come up with plenty of meaningful and creative ideas to help solve problems. What can I do to help make you more comfortable speaking up in front of the team?” 

An employee who is brutally honest and blunt.

“Last week, I noticed you told a teammate that their work wasn’t useful to you. It might be true that their work isn’t contributing to your work, but there’s other work being spread across the team that will help us reach our organizational goals. I’d love to work with you on ways to improve your communication skills to help build your feedback skills, too. Would you be interested in pursuing some professional development opportunities?”  

An employee who has trouble building rapport because of poor communication skills in customer and prospect meetings.

“I’ve noticed you dive right into the presentation with our customer and prospect meetings. To build a relationship and rapport, it’s good to make sure we’re getting to know everyone as people. Why don’t you try learning more about their work, priorities, and life outside of the office in our next meeting?” 

Constructive feedback examples about collaboration 

An employee who doesn’t hold to their commitments on group or team projects.

“I noticed I asked you for a deliverable on this key project by the end of last week. I still haven’t received this deliverable and wanted to follow up. If a deadline doesn’t work well with your bandwidth, would you be able to check in with me? I’d love to get a good idea of what you can commit to without overloading your workload.”  

An employee who likes to gatekeep or protect their work, which hurts productivity and teamwork .

“Our teams have been working together on this cross-functional project for a couple of months. But yesterday, we learned that your team came across a roadblock last month that hasn’t been resolved. I’d love to be a partner to you if you hit any issues in reaching our goals. Would you be willing to share your project plan or help provide some more visibility into your team’s work? I think it would help us with problem-solving and preventing problems down the line.” 

An employee who dominates a cross-functional project and doesn’t often accept new ways of doing things.

“I’ve noticed that two team members have voiced ideas that you have shut down. In the spirit of giving honest feedback, it feels like ideas or new solutions to problems aren’t welcome. Is there a way we could explore some of these ideas? I think it would help to show that we’re team players and want to encourage everyone’s contributions to this project.” 

Constructive feedback examples about time management 

An employee who is always late to morning meetings or one-on-ones.

“I’ve noticed that you’re often late to our morning meetings with the rest of the team. Sometimes, you’re late to our one-on-ones, too. Is there a way I can help you with building better time management skills ? Sometimes, the tardiness can come off like you don’t care about the meeting or the person you’re meeting with, which I know you don’t mean.” 

A direct report who struggles to meet deadlines.

“Thanks for letting me know you’re running behind schedule and need an extension. I’ve noticed this is the third time you’ve asked for an extension in the past two weeks. In our next one-on-one, can you come up with a list of projects and the amount of time that you’re spending on each project? I wonder if we can see how you’re managing your time and identify efficiencies.” 

An employee who continuously misses team meetings.

“I’ve noticed you haven’t been present at the last few team meetings. I wanted to check in to see how things are going. What do you have on your plate right now? I’m concerned you’re missing critical information that can help you in your role and your career.” 

Constructive feedback examples about boundaries 

A manager who expects the entire team to work on weekends.

“I’ve noticed you send us emails and project plans over the weekends. I put in a lot of hard work during the week, and won’t be able to answer your emails until the work week starts again. It’s important that I maintain my work-life balance to be able to perform my best.” 

An employee who delegates work to other team members.

“I’ve noticed you’ve delegated some aspects of this project that fall into your scope of work. I have a full plate with my responsibilities in XYZ right now. But if you need assistance, it might be worth bringing up your workload to our manager.” 

A direct report who is stressed about employee performance but is at risk of burning out.

“I know we have performance reviews coming up and I’ve noticed an increase in working hours for you. I hope you know that I recognize your work ethic but it’s important that you prioritize your work-life balance, too. We don’t want you to burn out.”  

Constructive feedback examples about managing 

A leader who is struggling with team members working together well in group settings.

“I’ve noticed your team’s scores on our employee engagement surveys. It seems like they don’t collaborate well or work well in group settings, given their feedback. Let’s work on building some leadership skills to help build trust within your team.” 

A leader who is struggling to engage their remote team.

“In my last skip-levels with your team, I heard some feedback about the lack of connections . It sounds like some of your team members feel isolated, especially in this remote environment. Let’s work on ways we can put some virtual team-building activities together.” 

A leader who is micromanaging , damaging employee morale.

“In the last employee engagement pulse survey, I took a look at the leadership feedback. It sounds like some of your employees feel that you micromanage them, which can damage trust and employee engagement. In our next one-on-one, let’s talk through some projects that you can step back from and delegate to one of your direct reports. We want to make sure employees on your team feel ownership and autonomy over their work.” 

8 tips for providing constructive feedback 

Asking for and receiving feedback isn’t an easy task. 

But as we know, more people would prefer to receive feedback than give it. If giving constructive feedback feels daunting, we’ve rounded up eight tips to help ease your nerves. These best practices can help make sure you’re nailing your feedback delivery for optimal results, too.

Be clear and direct (without being brutally honest). Make sure you’re clear, concise, and direct. Dancing around the topic isn’t helpful for you or the person you’re giving feedback to. 

Provide specific examples. Get really specific and cite recent examples. If you’re vague and high-level, the employee might not connect feedback with their actions.

Set goals for the behavior you’d like to see changed. If there’s a behavior that’s consistent, try setting a goal with your employee. For example, let’s say a team member dominates the conversation in team meetings. Could you set a goal for how many times they encourage other team members to speak and share their ideas? 

Give time and space for clarifying questions. Constructive feedback can be hard to hear. It can also take some time to process. Make sure you give the person the time and space for questions and follow-up. 

Know when to give feedback in person versus written communication. Some constructive feedback simply shouldn’t be put in an email or a Slack message. Know the right communication forum to deliver your feedback.   

Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills . Follow up on how they’ve invested in building their public speaking skills . Ask if you can help them practice before a big meeting or presentation. 

Ask for feedback in return. Feedback can feel hierarchical and top-down sometimes. Make sure that you open the door to gather feedback in return from your employees. 

Start giving effective constructive feedback 

Meaningful feedback can be the difference between a flailing and thriving team. To create a feedback culture in your organization, constructive feedback is a necessary ingredient. 

Think about the role of coaching to help build feedback muscles with your employees. With access to virtual coaching , you can make sure your employees are set up for success. BetterUp can help your workforce reach its full potential.

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Madeline Miles

Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.

5 types of feedback that make a difference (and how to use them)

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14 effective feedback techniques and methods for giving better feedback

Effective feedback is a gift. When we use feedback techniques to share how we feel, what changes we'd like to see and give appreciation or constructive criticism, we create opportunities for growth and change. But for too many teams, feedback is a loaded word that can create a fear of judgement and negativity.

Use proven techniques for giving and receiving feedback to help your team feel heard, show appreciation and be honest about what needs to change. These methods below are great for holding a productive feedback session while also building the skills necessary for a continuous feedback culture. Let's dive in!

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Techniques for group feedback

Finding space to give constructive feedback on a specific project or general group performance is an effective way to explore opportunities for improvement and make changes as a team.

While these techniques can also be used when giving personal feedback, they are most effective when looking at both individual and team performance in a group context. That is, having more public discussions that might come as part of a general reflection or retrospective. Bring them to your workshop or meetings to help small groups give each other feedback or reflect on a project.

It’s worth noting that some these feedback methods may not be suitable for delivering feedback that is sensitive in nature. If you’re looking for more formal feedback techniques you might use in a 1-1 employee feedback scenario, take a look at personal feedback techniques in the next section.

Start, Stop, Continue

Giving feedback can be daunting if teams haven’t yet developed the vocabulary or skillset. Frameworks that make it easy to give both constructive feedback are great ways to start encouraging regular feedback and build those muscles.

In Start, Stop, Continue, participants are given a short statement they must complete for each other member of their group or team. “Something I would like you to START doing is… Something I would like you to STOP doing is… Something I would like you to CONTINUE doing is… Signed _____.”

By using this three-step structure, everyone can give feedback to everyone else in a direct and simple manner. Think of it as a feedback sandwich that is loaded with opportunities for action and which doesn’t compromise the idea that feedback is a gift!

Feedback: Start, Stop, Continue   #hyperisland   #skills   #feedback   #remote-friendly   Regular, effective feedback is one of the most important ingredients in building constructive relationships and thriving teams. Openness creates trust and trust creates more openness. Feedback exercises aim to support groups to build trust and openness and for individuals to gain self-awareness and insight. Feedback exercises should always be conducted with thoughtfulness and high awareness of group dynamics. This is an exercise for groups or teams that have worked together for some time and are familiar with giving and receiving feedback. It uses the words “stop”, “start” and “continue” to guide the feedback messages.

Encouraging everyone to give informal feedback when closing a project is a great way to create closure and positivity. Bus Trip is an activity that can help you end a session on a positive note and create space for appreciation and positive feedback within a group.

Start by setting out chairs into rows like the seating on a bus. Inform participants that they’ll be powering the bus with positive energy and then get everyone seated. Ask people on one row of the bus to give as much positive feedback to the person in the other row as they can in 45 seconds. Swap roles and then mix up seating so that everyone gets to give feedback to everyone in the group.

This feedback method is wonderful to end a session in a positive manner. By using peer-to-peer employee feedback, it can also help build feedback skills and connections that will continue after the activity is complete.

Bus Trip   #feedback   #communication   #appreciation   #closing   #thiagi   #team   This is one of my favourite feedback games. I use Bus Trip at the end of a training session or a meeting, and I use it all the time. The game creates a massive amount of energy with lots of smiles, laughs, and sometimes even a teardrop or two.

Providing feedback should be a gift, though teams often get caught up in ideas of their being scary negative feedback that is meant to punish, and positive feedback, which is lovely, but potentially less useful. Starfish is an effective feedback method that is great for reframing a feedback session not solely as punishment or praise, but as an opportunity for growth.

With a five point star, participants are encouraged to write what they want the subject of feedback to keep doing, do more of, do less of, start doing, stop doing. It’s particularly effective when giving feedback on an event or situation, but it can equally be used when discussing team performance. It’s great for generating actions as a result of feedback, rather than just saying, this was good, or this was bad.

The visual element of the star is helpful for both creating a sense of equivalence between feedback items, but also for generating scattergrams that help capture group sentiment.

Starfish   #retrospective   #feedback   #visual methods   #review   The Starfish can be used wherever you want to get an overview over how people perceive the status quo. It can be used as a gather data exercise in retrospectives or as feedback tool after events.

Thirty five for debriefing

Getting feedback from a large number of people at once can be an effective way to gain insights quickly, but without the right framework, it can easily become choatic or unproductive.

In this feedback method, group members are encouraged to reflect on past events or give feedback on a chosen topic and write down a lesson they learned on a flash card.

After writing their feedback, participants are then invited to wander the room and exchange cards multiple times before then getting into pairs. Pairs then distribute 7 points between the two cards they have based on the merit of the ideas or lesson. Repeat a few rounds before then finding out which cards got the most points and share them with the group.

Debrief by discussing the feedback process and top comments with the group. You’ll find that this method is not only effective for getting lots of feedback quickly, but also for building the essential skill of interpreting and reacting to feedback in a positive manner.

Thirty-five for Debriefing   #debriefing   #closing   #thiagi   #action   #skills   You might be familiar with Thirty-Five as a structured-sharing activity. Thirty-Five can also be used as an effective debriefing game. In this version, participants reflect on an earlier experience and identify important lessons they learned. They write one of these lessons as a brief item. The winner in this activity is not the best player, but the best lesson learned.

One Breath Feedback

One common pitfall of interpersonal feedback is lack of focus and clarity. One person may give carefully delivered feedback in a direct and clear way, while another may feel quite hurt and bring up instances of past behaviour, be defensive or otherwise go off on a tangent. Creating space for these feelings is important, but it’s often not the focus of a feedback session, especially in group settings.

One breath feedback is an effective technique for giving effective feedback very quickly and giving everyone in the group an opportunity to suggest ideas and share their opinion. The idea is simple: everyone has the space of one full breath in which to give their feedback on a particular topic or theme. It’s great for encouraging succinct feedback, especially as people only have time and space to mention the most important things on their mind.

One breath feedback   #closing   #feedback   #action   This is a feedback round in just one breath that excels in maintaining attention: each participants is able to speak during just one breath … for most people that’s around 20 to 25 seconds … unless of course you’ve been a deep sea diver in which case you’ll be able to do it for longer.

AIR Feedback model

Pretty much all of the feedback methods above can be used in a personal setting, though these techniques also shine when using them in small groups where you might be trying to encourage our team to get into a habit of giving more feedback.

The AIR feedback model (action, impact, request) is a simple framework for constructive criticism and feedback. The emphasis is on making a SMART request so that the person receiving feedback can meaningfully act on what is a reasonable and well considered request. Because groups are also instructed to uphold principles such as being non-judgemental and asking people if they would like to receive feedback, AIR is an especially effective tool for teaching feedback skills.

AIR Feedback Model   #hyperisland   #feedback   #team   Constructive feedback is feedback regarding an individual’s performance that can be used to build (construct) connection, successful habits and behaviors. The constructive (building) component is key because with this mindset and approach, seemingly negative feedback doesn’t become discouraging. Rather, a launch pad for creating opportunities for learning and development.

Techniques for personal feedback

In most cases, personal feedback will be given in a 1-1 scenario between two people. This might be formal or informal, but the key is that both the person giving and receiving feedback feel best positioned to have that conversation without feeling judged or shamed.

Giving negative feedback in front of an entire team is likely to do more harm than good, and some issues are more sensitive in nature. Use these feedback techniques to host an effective conversation that will help both parties engage with feedback in a more closed setting.

As with any of these techniques, developing strong facilitation skills can help you run these methods more effectively. The other big ingredient for successful feedback is practice, so try giving and receiving with your team at the next opportunity.

Feedback Wrap

One common feedback technique that’s come under some scrutiny of late is the feedback sandwich. With that technique, the idea was to sandwich one piece of constructive or negative feedback between two pieces of positive feedback. One problem with this method is how it frames feedback under these two binaries and how it conflicts with the idea that feedback is a gift and an opportunity.

A feedback wrap is a more advanced method of providing feedback that provides enough context to move things forward without things turning into a blame game. Here’s how it works.

1. Start by providing some context of the situation to help the other person understand where you’re coming from. 2. List specific observations and further information about the situation. 3. Let the other person know how this makes you feel. 4. Explain what your needs are and why they are important to you. 5. Give space for the other person to figure out a solution but also feel free to make suggestions if you have them.

Team of Two

Our interpersonal relationships are important in every aspect of our lives. In the workplace, it’s not uncommon for issues or grievances to go unchecked and unresolved. But there’s a better way!

Team of Two is one of my favorite employee feedback techniques because it encourages both people in a working relationship to think about how they could help and be helped by the other.

Start by having two people who work together a lot write down they ways they might help the other person and the ways in which the other person might help them. Next, both people share and respond to the requests one by one, taking the opportunity to provide more detail or further context. The end result is a series of agreements for how both people will work together in the future.

Team of Two   #communication   #active listening   #issue analysis   #conflict resolution   #issue resolution   #remote-friendly   #team   Much of the business of an organisation takes place between pairs of people. These interactions can be positive and developing or frustrating and destructive. You can improve them using simple methods, providing people are willing to listen to each other. “Team of two” will work between secretaries and managers, managers and directors, consultants and clients or engineers working on a job together. It will even work between life partners.

Feed forward

In some scenarios, it can be more impactful to look to the future rather than looking to the past. If you’ve ever felt the struggle between wanting to draw a line under something but still have needs which are being unmet, feed forward can be an effective feedback technique to try.

The idea of the feed forward method is to focus only on ideas for the future and get agreement and alignment on what you might do to make those things happen. The ideas suggested during a feed forward are based on areas for improvement, just the same as when giving feedback, but by focusing on what could go right, rather than what went wrong, it can sometimes be easier to see positive behaviour change.

Feed forward   #feedback   #remote-friendly   #team   #leadership   #skills   An engaging variation on a feedback activity that focuses on future changes and positive action, rather than dwelling on what went wrong.

GROW coaching model

At its best, a feedback culture facilitates personal reflection and development. This coaching method isn’t a direct method for soliciting feedback like the above, but it does create space for feedback and reflection to happen.

In essence, this method asks coachees to give themselves feedback on their progress and then work with their mentor to figure out next steps. It’s a different approach, but a skilled leader or coach can use this framework to bring up feedback as and when it’s asked for and is appropriate. As part of an ongoing personal development process, it’s incredibly effective and organic.

The GROW Coaching Model   #hyperisland   #coaching   #growth   #goal setting   The GROW Model is a coaching framework used in conversations, meetings, and everyday leadership to unlock potential and possibilities. It’s a simple & effective framework for structuring your coaching & mentoring sessions and great coaching conversations. Easy to use for both face-to-face and online meetings. GROW is an acronym that stands for Goal, Reality, Obstacles/Options, and Will.

Feedback techniques for improving feedback culture

A culture of consistent feedback is a habit of a high performing team. When individuals are given the skills and opportunities to give and receive feedback that can help them grow, the results can be transformative. But without the right framework or setting, it’s possible for negative feedback or unhelpful criticism to become order of the day.

These feedback methods are designed to help give teams the skillset and context for delivering feedback more regularly and effectively. If you want to improve employee feedback and create a culture that cherishes and provides consistent feedback, these methods are for you!

Principles of Effective Feedback

Creating a shared understanding of how and when your team wants to give, receive and explore feedback is vital for creating a healthy feedback culture. This method creates a space for groups to discuss, define, and agree on what good feedback looks like to them and how they would like to receive it.

Start by asking participants to share examples of when they’ve received helpful feedback and then extrapolate some underlying principles they’ll use as the basis for a feedback agreement on the team. End by asking for how the group will make this happen and ensure they use these principles. Not only will you have clear guidelines for how to give and receive feedback in your organization, but you’ll have people eager to start the process too!

Principles of Effective Feedback   #hyperisland   #skills   #feedback   The purpose of this exercise is for a group to discuss, define, and come to agreement around key principles of effective feedback. Participants discuss examples of effective and ineffective feedback in pairs, then work together to define “effective feedback.” Then, as a group, they create a list of principles that they will aim to work by.

Quick reviews in 1 minute

Not all feedback sessions need to take a lot of time. When trying to encourage employee feedback, it can be helpful to start small and give very easy opportunities for everyone to share what they think.

In this method, you’ll find various strategies for enabling a group to give feedback in just 1 minute. Whether it’s encouraging everyone to share three words for how they’re feeling, give a temperature level for how they’re feeling or share positive suggestions, bringing these ideas into your regular sessions can have a cumulative effect on your feedback culture.

Quick Reviews in 1 minute   #reflection   #closing   #remote-friendly   #online   Easy and fun way to review content or atmosphere at the end of a group activity (or in between) in 1 minute.

Meeting closing round

Continuous improvement is the ultimate goal of a productive feedback culture. But does your team use every possible opportunity to review team performance and how they employees work together? Meeting closing round is a wonderfully simply and effective feedback technique you can use at the end of every meeting, workshop or other collaborative session.

At the end of your meeting, ask three simple questions: what went well, what could have gone differently and any other ideas? You’ll often find suggestions for improvement you can action immediately, alongside things you might try in order to improve performance moving forward. Use this method consistently and your employees will start building these feedback skills and considering other places where things could be better too!

Meeting closing round (+ – !)   #feedback   #closing activity   #remote-friendly   #hybrid-friendly   #meeting facilitation   Continuously improve your organization’s meetings with this simple round of closing feedback: what did you enjoy most? What could have been better? Any other ideas on our meetings?

Feedback Map

In especially large teams, it can be hard for people to understand who, when and how they should provide feedback. Aligning on these items is an essential part of creating a culture of feedback, and this method helps you do just that.

Begin by scattering the names of everyone in a group or project on a whiteboard. Next, agree on a timeframe and then invite participants to draw lines connecting one another based on how they’ve worked with. Have employees circle three interactions they’d like to address with feedback and then choose an appropriate feedback method (Start, Stop, Continue or AIR are two great options.) for people to give feedback to those people.

Feedback Map   #hyperisland   #skills   #feedback   This is a feedback exercise to support participants to deliver feedback that is clear and specific, especially after working in multiple project teams over a longer period of time. The team maps the connections between individuals, then uses specific points of interaction to prompt feedback.

In conclusion

Giving and receiving feedback is hard. You can’t expect people to navigate potentially sensitive or emotionally activating situations without a little help. We hope that these feedback techniques gives you and your team some meaningful ways to give and receive feedback and also improve your feedback culture in general.

Want to run a feedback workshop with your team to build those constructive feedback skills? Check out out effective feedback workshop template for an example session you can run when seeking to build a culture of consistent feedback.

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6 Ways You Can Evaluate Your Own Presentation

Hrideep barot.

• Body Language & Delivery , Presentation , Public Speaking

Naturally, giving a presentation is a skill that falls on the professional side of the spectrum. It involves a lot of formality along with practice to get good at it. 

But how do you decide what exactly it is that you need to work on? Read on to find out about six ways to evaluate your presentation skills.

Evaluating your presentation requires the ability to analyze your performance based on some very specific criteria related to delivery and content. More importantly, you must do it in an objective sense, without letting your self-bias come in the way.

Importance and benefits of evaluating your presentations yourself

Public speaking requires skills that are developed over time. Whether you’re a pro at it or a beginner, there is always room to grow because people have a varying set of abilities. 

Presentations are all about influence. You aim to create a dynamic with your audience so they buy into whatever it is that you’re trying to convey. 

And if you keep innovating your techniques and find your strength (which all comes with self-evaluating), you’ll essentially be enhancing your power to influence. 

In addition to that, it makes you a better presenter. The lack of being told what to do by someone else gives you a sense of self-confidence and patience. 

Additionally, you being a good presenter would mean more successful meetings, which in turn means you’d profit your business.

Basically, the better your presentation, the more likely are your chances to successfully fulfill your agenda. So grab a paper and a pen and embark upon your journey of getting better!

What criteria do I need to follow for evaluation?

Let’s address the skills we need for pulling off a good presentation.

Quality of content

• Engagement with audience
• Visual aids
• Focusing on strengths. 

Based on these categories, you need to form criteria to test yourself. Think of it like setting a frame of reference for yourself, placing yourself on a scale ranging between good and bad would help you track your progress. 

Following are the pointers you need to keep in mind while evaluating your presentation skills-

The two most things to keep in mind about structure is that you need to have a very intriguing start to your presentation, something that hooks the audience. (an anecdote, perhaps)

Secondly, make sure your ending is clear and in alignment with the purpose of the presentation. And include a call to action. For example, if your presentation is about mental health awareness, make sure one of your end slides has a comprehensive contact list of psychologists/therapists. 

Apart from that, the transitions between your pointers have to be smooth. Try adding segues (which is basically building context for your next point) In the previous example, a personal anecdote involving someone with depression can be a good segue to talk about the importance of mental health. 

If you’re new to structuring content or making presentations, here’s an article of ours that might help- The Ultimate Guide to Structuring a Speech

Delivery is everything. From gestures to hand movements, your body language must emphasize CONVEYING something. 

When you say something especially important, there must be some emphasis on part of your delivery. Like slowing your speech, or knocking the table, or repetition of the point, etc. 

There should be some sort of continuity to your narrative, the ‘flow’ must come naturally. This can be done using the smooth transition technique mentioned above. 

Adding a story-like quality to your speech might help. (having proper segregation between the beginning, middle, and end)

You cannot be providing generic content. Always remember, in presentations, quality surpasses quantity. 

Rambling about your topic on and on would not only bore your audience but also hinder the aforementioned flow and transitions that are so important. 

You need to make sure you’re adding something of value that is unique to you, and not general. You may refer to our article that might help further with this- Should a Presentation Have an Agenda?

Engagement with the audience

Your content must always be altered according to your audience. Knowing your audience is a very crucial step. You cannot say the same things in front of an MNC board meeting members as you would in front of a bunch of college students.

Knowing your audience helps you decide your content, flow, transition, practically everything. 

Also, engagement with the audience means the interaction that takes place between you and them. You need to appear approachable for them to talk to you. 

But at the same time, you need to prepare yourself in advance to be able to answer the questions that might come your way. A little prediction here and there can save you a lot of anxiety. 

Visual Aids

Visual aids during a presentation include everything from the design and arrangement of content in your presentation to your appearance. (But mostly the former)

Now when it comes to visual aids in a PPT, there is no better advice than the 5 by 5 rule.

The Powerpoint 5×5 slide rule states that-

a. Each of your slides should have no more than 5 lines.

b. Each of those lines should have no more than 5 words.

It ensures keeping your content crisp and to the point. A tip to apply this rule would be to not focus on including the main content in the ppt. Instead, write only pointers and elaborate on them yourself.

This way, you prevent your audience from getting too caught up in reading the slides hence getting distracted from you. 

How exactly do I evaluate my presentation?

Here are the six-pointers that will guide you through it step-by-step.

Identify patterns

Keeping in mind the above-mentioned pointers, start looking for what you’re doing wrong.

Is there something that you repetitively keep doing wrong? Maybe the topics you choose aren’t relevant, maybe you use too much text in slides, maybe you don’t captivate your audience by raising vocals, maybe you don’t move enough. 

There are always patterns. You need to develop attention to detail. 

Focus on the audience

Your audience engagement can make or break the deal. While you’re presenting, make sure you make eye contact with as many people as you can. And keep an eye out for people’s reactions. It helps you get real-time feedback. 

Now there’s a chance this might not work and you get distracted or disheartened. In which case, drop this tactic. Nothing is worth blowing your confidence down during the presentation. 

Take feedback

Part of the reward for good audience engagement is honest feedback. If people like your content but find your delivery a little off, if you engage well with them, they will be a little more open to bringing it to your attention.

Maybe to make it a little more certain, announce at the end that you’re open to constructive criticism. It also adds to the impression you make. People find people who are willing to admit their flaws, admirable. 

Make sure you maintain a record of your progress, right from making those criteria scales to your speeches through successive presentations. You could do it on paper or a device, whatever is more comfortable. 

Make notes about what you need to work on right after presentations, and tick them off when you do in the next ones. It brings along a sense of accomplishment. 

In reference to keeping track of practicing, you may check out our 13 Tips For Rehearsing A Presentation

Objective set of eyes

Ask a friend or a colleague to give you honest advice. Truth is, no matter what, your clients would always be skeptical of telling you what’s wrong. And there’s only so much you would criticize about yourself.

Asking someone you trust can help you get a fresh perspective on your progress since we get a little over in our heads sometimes. 

Use your strengths and weaknesses

After having acquainted yourself with this whole system of evaluation, it is no doubt you’d be very aware of your strong and weak points. It is a good thing. 

Honestly, there could always be some little things here and there that we cannot wrap our heads around, and that’s okay. Because we also have our strengths to cover up for them.

For example, you could be a little off with a smooth transition between subpoints, but if you drop a super-strong call to action, in the end, it gets compensated. 

And the best part is, only you can use them to your benefit since you’re the only one who knows about them!

Additionally, watching content related to your topic can be of massive help too. For example, if your speech is on mental health , then maybe watching a TEDTalk by a mental health professional can add on to the authenticity of your content.

To go that extra mile, you could also record yourself while giving the speech in front of a camera and review the recording to see where exactly you went wrong. Sometimes, watching your presentation from the audience’s perspective gives you a peak into what they see, and consequently, allows you to have a bigger impact on them.

Here’s a checklist to keep in mind while self-evaluating:

Print the checklist out for easy accessibility, mark yes or no after every presentation to keep track of your progress.

Practical Tools to use for self-evaluation

Feedback forms.

Feedback from your audience is important, as stated before. However, you can’t store all of the verbal feedback in your brain, let alone use it for self-evaluation later. Moreover, sometimes the audience might be vague with how they respond and that is unhelpful.

What you can do, instead, is devise a feedback form enlisting specific questions, the answers to which would be relevant for your purpose. This not only lifts the burden of remembering all you heard after presenting, but also eliminates unnecessary jargon from the audience.

Self-reflection

Self-reflection is the most important part of this process. Now, this does not only involve you going to the feedback forms but also reviewing specific areas that you need extra work on. You can make a categorized list or a scale of easily ‘fixable issues’ to issues that need relatively more practice and work.

If there is an issue that you don’t seem to be able to work around, another form of self-reflection you can do is record yourself. As mentioned before, use the camera and present as you would in the conference room. Looking at a tape of yourself after presenting(as opposed to while presenting in front of the mirror), can help you detect what’s wrong in a better way. Plus, it helps you check body language.

Presentation rubrics are one of the handiest tools you can use for evaluation. It is a specific set of criteria that sets qualitative standards for the things/skills you need to have in your presentation to qualify as a good one.

For example, For a college research paper, the categories of criteria would be creativity, research element, use of sources and references, innovative aspects, etc. These categories would then be assessed on a scale of good to excellent or 1 to 5 and be marked accordingly.

It provides a quantified version of assessment which helps tremendously to analyze where specifically, and how much do you need to work on.

Apart from this, if you’re a techno-savvy person who is not inclined to write with a journal to keep track or implicate any of the other tools, worry not! We happen to have just the thing to help you! In today’s technology and smart phone driven world where most things are online, we can do self-evaluation up there too!

Here is a detailed and comprehensive article about 34 Best Smartphone Apps for Presenters and Professional Speakers that will guide you through that process.

Well, with all these tools and techniques, you’re all set to begin your self-evaluation! Remember, different techniques work for different people. It’s all a matter of trial and error. Some patience and practice can take you a long way to become the presenter you aspire to be.

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How to give feedback about a presentation

As Saturday, June 1st is officially #SaySomethingNiceDay , I thought it might be “interesting” to research (and blog about!) something I’ve personally always found difficult – how to give feedback on a presentation. As that’s a significant part of my work as a presentations trainer, it’s something I’ve done a lot of, but I’m not really thinking about that kind of thing.

I’m more thinking of the time when you sit through something-or-other-but-you’re-not-sure-what from Fred in Finance. He bounds up to you at the water cooler later and grins at you. Your heart sinks…

Pick the right measure of a successful presentation

The thing about presentations is that we tend to judge them by the wrong measures. Because we’re all sat in the audience, possibly chewing off our own toe-nails in an attempt to find interest and/or meaning to the presentation and the slides, we judge presentations by how well it kept our interest and entertained us. The thing is, “keeping us entertained” is not (usually) the key metric for a presentation.

Of course, if we’re not interested in the presentation it’s hard to learn anything from it, so “being interesting enough” is the baseline for a successful presentation, but that doesn’t make it how you should measure it beyond that.

What you should do to measure whether a presentation was good or not was to ask two questions:

• what was the presentation supposed to do?
• did it do it?

If the answer to that question was “yes”, then you can go ahead an indulge praising Fred From Finance. Even if you’ve bitten off three of your toe-nails in the process.

But what about a failed presentation?

So far so good, but what do you do if the answer to the question above was “no”? That rather depends on if your job (or something similarly important) depends on the good graces of Fred From Finance. But let’s assume that you want to be reasonably honest and at the same time, reasonably positive?

How should you give feedback on a presentation?

Pretty clearly, the best option here is to get Fred to do a critique of his own work, so that you don’t need to be the one to point out the painful to him. And don’t forget, you have a moral obligation to help Fred here. Presentations cost your organisation money and morale, so letting Fred continue to get away with it is wasting time and money. Worse, bad presentations reduce the love of life! 😉

Start with something specific and concrete . For example, you might want to look at the slide’s colour scheme.

Once you’ve picked your “point of entry” for feeding back, go for a question. Use an open question, not something Fred can close down with a simple yes/no. An example might be something like “I love how much work you put into the slide design – what was it that made you pick those colours?”.

By couching it in those terms, Fred won’t automatically hear what you said as a critisism. Critisism makes people defensive. After all, they’ve done what they thought was right, and telling people they’re wrong is a direct challenge. By asking for more information you open up a conversation about the thinking process involved (assuming their was one! 🙂 ).

The important thing is to work with Fred on the problem, so that he’s receptive to change. If you work on Fred as the problem, he’ll resist.

Pro-tip – make sure the open question you use isn’t “Why?”. That’s pretty much always taken as a challenge. Compare the question above with “Why did you pick those colours for the slides?”.

If someone said that about your slides you’d automatically assume they thought the the choice was a bad one, wouldn’t you?

Oh, and don’t try to provide feedback on more than one (or two) things at a time. Too much critisism makes people feel like they’re being battered by a heavy weight – and they’re less likely to take things on board.

… and once you’ve got Fred talking about his processes, you can follow on with a hidden suggestion. Try something like “Oh, cool. I wondered if it was something like that. Have you come across the colour advice at XYZ?”

When Fred says no, you’re in the position of doing him a favour by giving him a tool to make his next presentation even better!

What about triaging the presentation?

Errrmmm… what’s triage, Simon? Triage is the act/art of splitting things into three bits:

• this can’t be helped no matter what
• this is on the borderline and can be helped with effort
• this is okay and doesn’t need to be helped

Side note: triage is originally a medical term, looking at the order in which casualties are to be treated.

In terms of Fred From Finance’s presentation this boils down to making sure the feedback you give him is in the middle bit. Don’t pick on the colour scheme of slides if it’s so damned bad that nothing you can do will save it. Similarly don’t feedback on the volume of Fred’s voice if it was loud enough for everyone to hear. Instead, pick on something about the presentation that’s on the cusp of being good enough – something that, once you improve it – will make a clear difference to how well the presentation goes.

The idea is to pick something that even Fred can see was useful, so that the next presentation is better and which in turn means that the next round of feedback is easier to give.

In short, pick your fights!

Think carefully about which bit of the presentation it’s worth giving feedback on and don’t just list everything that was wrong!

Have you ever been brutal, Simon?

Yes. That will come as no surprise, for long-time readers. I’ve walked out on public presenters because they were getting paid – but they were so bloody bad (as presenters, I’m sure they were lovely people) that they were wasting everyone’s time. That’s rare though. Normally I just find something else to do on my iPhone.

I semi-famously told someone who became a friend of mine “That was by far, the least crap presentation of today.” (If you’re interested, they held onto that line to use at a presentation of mine recently when I came off stage!)

The point is – and this is personal, not based on research… so ignore it if you want – that by not giving people some help, you’re actually doing them a disservice, along with everyone else in the audience.

On the other hand, if you’re on the receiving end of feedback, take a long hard look at whether your presentations will benefit from following it!

Love it! This is always a tricky subject to approach in my line of work. So thanks!

Hi Laura – I can imagine how tricky it is to give feedback on headshots and images. The phrase “What were you thinking?!?!” probably wouldn’t work too well! 🙂

Fun topic for #SaySomethingNiceDay : )) I saw a presentation a while ago. I disagreed with something fundamental the person said. But I just swallowed it. Your advice has encouraged me to tackle this sort of thing in future (perhaps…)

That’s interesting Janine – when I wrote it I was thinking more of ‘bad’ presentations rather than things in what might be good presentations (or bad ones) that we disagree with. I guess the principles remain the same though!

Good approaches here, Simon. It definitely sounds right to take the conciliatory/supportive approach rather than the “37 reasons why your presentation sucked ass (and why you’re even worse than that)” approach.

I’ve never heard of #SaySomethingNiceDay – what a world.

Hi John – to be honest, I’d not heard of it either until something arrived in my in-box. Nice that we’ve got such a day, but a shame that the world needs it!

Thanks Simon. This could be applied to any feedback. Particularly like the triage idea.

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30 Positive Feedback Examples: The Best Way to Give Positive Feedback to Colleagues

by Emre Ok March 31, 2023, 2:46 pm updated May 13, 2024, 8:08 pm 31.4k Views

There is a common misconception that positive feedback is worthless and one should only concern themselves with the negative feedback one receives. Well, the positive feedback examples we have in this list today would like to disagree with that statement.

While there is an argument to be made, about positive feedback examples can quickly turn into echo chambers that bring with them a dangerous sense of “Yes-Man-ism”, positive feedback examples are also one of the best employee recognition methods out there today!

So… “What are examples of positive feedback to staff?” you ask? We have the answer! The 30 positive feedback examples listed below are all designed to help you give your team the best possible positive feedback!

Whether you’re looking for some positive feedback examples for peers or your direct reports , we have something for you in this blog post. Let’s dive into the world of professional positive feedback examples!

Don’t Let Your Positive Feedback Go To Waste

How you deliver your feedback is just as important as the content of your feedback. One of the best ways to make sure your feedback counts is to set particular feedback standards through feedback templates .

It is even better if you have those templates fully integrated into your central communication and collaboration platform. For Microsoft Teams, this is where Teamflect comes in.

As the best free feedback software for Microsoft Teams, it lets users exchange feedback through customizable and comprehensive feedback templates that they can access even through Teams chat. You can try Teamflect’s feedback features for free, without needing to sign-up by clicking the button below!

Table of Contents

30 Positive Feedback Examples

1. exceptional work.

Acknowledging a colleague’s exceptional work can motivate them to continue to produce high-quality work and inspire others to strive for excellence as well. It shows that their efforts are valued and recognized, which can boost their morale and confidence.

“Your work on that project was exceptional! You went above and beyond what was expected of you, and your attention to detail really paid off. Your hard work made a real difference, and I’m grateful to have you on our team.”

2. Engaging Presentation

Presenting to an audience can be nerve-wracking, so when a colleague does an exceptional job, it’s important to acknowledge their effort. Giving some positive presentation feedback examples can help them feel more confident and motivate them to keep improving their presentation skills if you acknowledge their capacity to keep the audience interested.

“I just wanted to let you know that your presentation was amazing! You did a fantastic job of keeping the audience engaged, and your passion for the topic really shone through. You have a real talent for presenting, and I can’t wait to see what you come up with next.”

3. Professionalism in Difficult Situations

Handling difficult situations with grace and professionalism is a valuable skill that not everyone possesses. By praising a coworker for maintaining composure under pressure, you can let them know their efforts are seen and encourage others to follow in their footsteps.

“I’m so impressed by your ability to handle difficult situations with grace and professionalism. You really saved the day with that client, and your dedication to finding a solution was inspiring. Your calm and collected approach is something we can all learn from.”

4. Outstanding Work

Practicing employee praise when a colleague has produced excellent work can increase their drive and self-esteem, and it can encourage others to adopt their strategy. Simply put, if an employee is being praised and rewarded for a particular behavior, they are more likely to repeat it and outstanding work is something we all would want more of.

“Your work on this project has been outstanding! You’ve put in so much time and effort, and it really shows in the final product. Your creativity and expertise are invaluable to our team, and we’re lucky to have you.”

5. Helpful Colleague

It is a sad fact that toxic concepts such as hustle culture have created a sense of unhealthy competitiveness in many a workplace. A teammate that is willing to go out of their way to help others fosters an incredibly positive atmosphere in the workplace. One that requires you to give said employee kudos!

“I just wanted to say thank you for always being willing to lend a helping hand. Your generosity and kindness have not gone unnoticed, and your positive attitude is contagious. You make our workplace a better place to be.”

6. Creative Problem-Solver

When you take the time to recognize a colleague’s ability to come up with innovative solutions to problems, you not only make them feel appreciated and valued, but you also inspire them to keep honing their skills. This kind of acknowledgment is crucial for employee morale and productivity, as it demonstrates that their hard work and ingenuity are being recognized and rewarded.

“You have a real knack for problem-solving. Your ability to think outside the box and come up with creative solutions is impressive. You’ve saved us time and again with your ingenuity, and I’m grateful for your contributions to the team.”

7. Exceptional Leader

Fostering a culture of leadership and mentorship, we create a supportive environment where individuals feel empowered to take on new challenges and grow in their roles. Recognizing and celebrating leadership skills sends a message that leadership is valued and encouraged within the organization. This in turn leads to a more collaborative and innovative team dynamic, where individuals are motivated to share their ideas and work together towards greater success.

“Your leadership skills are truly exceptional. You have a way of motivating and inspiring others that is rare, and your commitment to our team’s success is evident in everything you do. We’re lucky to have you at the helm.”

8. Expertise

Giving credit where it’s due is a fundamental aspect of building a successful and thriving team. When we acknowledge our colleagues’ knowledge and experience, we not only boost their confidence and motivation but also inspire them to keep sharing their valuable insights and expertise with others.

“I just wanted to let you know how much I appreciate your expertise. Your knowledge and experience have been invaluable to me, and I’m grateful for your willingness to share your wisdom. You’re a real asset to our team.”

9. Positive Attitude

A colleague’s ability to maintain a positive attitude can motivate them to continue to inspire others and can encourage others to approach challenges with a positive outlook. As a result, the work environment can become more positive and supportive. When you praise someone for having a positive outlook on their workday, you give them further incentive to stay positive!

“Your positive attitude is infectious! You have a way of lifting everyone’s spirits and making even the toughest days a little brighter. Your enthusiasm for your work is inspiring, and I’m lucky to work alongside you.”

10. Clear Communication

If we are praising our teammates on their communication skills, we are also encouraging them to put those skills to work. We are also recognizing the importance of that specific skillset. Having a better understanding of communication skills in the workplace can reduce misunderstandings, performance review biases , and many other issues that may arise from a lack of communication.

“You have a real gift for communication. Your ability to explain complex ideas in a clear and concise way is impressive, and your attention to detail is second to none. You make our team stronger with your excellent communication skills.”

11. Dedication to Excellence

On the heels of a year where quiet quitting was the talk of the town in every single workplace across the world, having teammates that are dedicated to achieving excellence is truly rare. That is why a situation like this is a great opportunity to give positive feedback to colleagues.

“Your dedication to your work is truly inspiring. You always go the extra mile and never settle for anything less than excellence. Your hard work and determination are a real example to us all, and we’re lucky to have you on our team.”

12. Growth Mindset

We here at Teamflect value the growth mindset immensely. Why do you think that we have an employee development plan attached to every single one of our performance review templates ? Getting even more specific: These aren’t one-sided plans. They often include a self-review section as well. That is just how much we value the growth mindset your employees have. So should you!

“Your willingness to learn and grow is admirable. You’re always seeking out new challenges and pushing yourself to be better, and your growth mindset is infectious. You’re an inspiration to us all.”

13. Valuable Contributions

Everyone’s contributions to the team are important and should be recognized. No contribution is too small to be praised! Acknowledging a colleague’s valuable contributions can motivate them to continue to contribute to the team’s success and can inspire others to do the same.

“Your contributions to our team are immeasurable. You bring so much to the table with your expertise and creativity, and you always give 110%. Your hard work and dedication do not go unnoticed.”

14. Strong Work Ethic

The ability to work hard is a valuable trait to have in any workplace. Taking the time to recognize the dedication and commitment of a colleague can motivate them to continue working hard and can inspire others to adopt similar work ethics.

“Your work ethic is truly remarkable. You set the bar high for us all with your commitment and perseverance, and you’re a positive influence on the entire team. We’re lucky to have you as a colleague.”

15. Positive Influence

A positive work environment can increase productivity, improve job satisfaction, and enhance employee morale on the contrary of a toxic workplace . Therefore, acknowledging an ability to lift others up, create a positive atmosphere, and foster collaboration can have a significant impact on the team’s success.

“I just wanted to take a moment to appreciate your sense of humor. Your ability to find the funny side of things is a real gift, and your lighthearted approach makes our workplace a more enjoyable place to be. Thank you for keeping us all laughing!”

16. Great Time Management

Strong time management is a skill that we all need but don’t have. That’s why recognizing a colleague’s exceptional time management skills could motivate them further to stay organized, meet deadlines, and deliver high-quality work in a timely manner.

“I’m consistently impressed by your exceptional time management skills! You always deliver your work promptly, and your ability to juggle multiple tasks without compromising quality is remarkable. Your dedication to meeting deadlines is well-recognized and sets a great example for the rest of the team.”

17. Exceptional Initiative

Recognizing a colleague’s exceptional initiative might motivate them to keep taking ownership, being proactive, and looking for possibilities for progress. It’s crucial to show your employees that their capacity to take the initiative and drive projects forward is highly valued. 

“Your initiative is truly outstanding! The way you take charge, look for areas to improve, and proactively implement solutions is highly commendable. Your ability to think independently, take calculated risks, and seize opportunities has a significant positive impact on our team’s success.”

18. Customer Hero

Recognizing a colleague’s exceptional attention to customer needs can inspire them to continue providing excellent service tailored to individual customers. It shows that their ability to understand and address customer requirements is highly valued.

“I couldn’t help but notice your exceptional attention to customer needs! The way you listen actively, anticipate their requirements, and go above and beyond to meet their expectations is worth recognizing. We’re lucky to have you in our customer support team!”

19. Good Mentorship

Supporting new hires or current employees with mentorship or buddy programs is a great way to create a positive workplace culture. We recommend recognizing that one colleague’s excellent mentorship skills since it can inspire them to continue guiding and supporting others in their professional development.

“Your mentorship has been invaluable to me and countless others. I am constantly impressed by your ability to impart knowledge, provide insightful feedback, and inspire us to reach new heights. Thank you for being an exceptional mentor and for making a significant impact on our development.”

20. Adaptability to Change

In modern times, everything changes quickly, and adapting to rapid changes is a skill we all seek. Extraordinary adaptability to change should be acknowledged to inspire them to embrace new situations, modify techniques, and thrive in dynamic surroundings.

“I find your adaptability to change truly impressive! No matter how fast things evolve, you always manage to adapt seamlessly and remain focused on our goals. Your ability to embrace new challenges and find effective solutions in dynamic situations is greatly appreciated.”

21. Team Collaboration

Having an employee who excels in team collaboration is a real blessing in today’s landscape. That is why offering quality and positive feedback on team collaboration is a real must. Make sure you highlight each element of team collaboration they excelled at.

“Your ability to collaborate effectively with the team has significantly contributed to our project’s success. Your willingness to listen to others, share ideas, and work cooperatively is a great asset to our team. Thank you for your exemplary team spirit!”

22. Attention to Detail

In such a rapidly shifting climate, those with attention to detail truly rise to the top. When giving positive employee feedback on attention to detail, it is important to highlight specific instances where their attention to detail made a difference.

“I’ve noticed your exceptional attention to detail in your work. Your thoroughness ensures high quality and minimizes errors, which is crucial for our team’s success. Your dedication to getting every detail right is highly appreciated.”

23. Innovative Thinking

While there are many useful employee skills and performance metrics out there, finding an innovative thinker is easier said than done. That is why if you should always offer positive feedback to those bringing innovative ideas to the workplace.

“Your innovative thinking has brought fresh perspectives and creative solutions to our challenges. Your ability to think outside the box is inspiring and has had a positive impact on our team’s approach to problem-solving.”

24. Consistent Reliability

When an employee performs well, it is a great thing. When an employee performs well consistently, that is something else. Consistency is an asset that can often go unnoticed by employees. Offering positive feedback to those who are consistently reliable will make them realize their hard work doesn’t go unnoticed.

“You have proven to be incredibly reliable. Your consistent performance and ability to meet deadlines under pressure are qualities that don’t go unnoticed. Thank you for being someone we can always count on.”

25. Effective Communication Skills

Great communicators make or break a team. When you offer positive feedback on an employee’s communication skills, you encourage them to actively use those skills more and more in the workplace, building a culture of empowerment.

“Your communication skills, both in writing and speaking, are commendable. You express your ideas clearly and effectively, which greatly enhances our team’s understanding and collaboration.”

26. Enthusiasm and Energy

There are a lot of people who come to work, clock-in, and clock-out. Those who come to work with a smile on their face and boost everyone’s energies, deserve regular and positive feedback.

“Your enthusiasm and energy are contagious! You bring a positive vibe to the workplace that boosts our team’s morale and productivity. Your passion for your work is truly inspiring.”

27. Resilience in Challenges

Adversity isn’t an unfamiliar concept in the workplace, especially in the volatile landscape of today. That is why you should give positive employee feedback to the anchors in your team who are holding strong through tough times.

“Your resilience in the face of challenges is admirable. You’ve shown great strength and a positive attitude during difficult times, which encourages and motivates the entire team.”

28. Consistent Improvement

It’s the journey and not the destination! Even if an employee’s performance isn’t where you would hope it would be right now, if they are consistently improving, it deserves some praise. Here is a positive feedback example on just that topic:

“It’s impressive to see your continual growth and improvement. Your commitment to personal and professional development is inspiring and sets a great example for the rest of the team.”

29. Strategic Planning Skills

The analytical minds on your team, every once in a while, might feel a bit left out. That is why you should offer positive feedback to those with great strategic planning skills. This particular positive feedback example will help you do just that!

“Your strategic planning skills have greatly contributed to our team’s success. Your ability to foresee potential obstacles and plan accordingly has been invaluable in achieving our goals.”

30. Cultural Competency

Sometimes an example of positive feedback at work doesn’t necessarily have to be about performance. It can also focus on whether an employee is a great cultural fit or not. The feedback example below is for that exact purpose!

“Your cultural competency and ability to work effectively with diverse teams is highly commendable. Your respect for different perspectives and backgrounds enhances our team’s creativity and collaboration.”

Tips for Giving Positive Feedback

When it comes to giving positive feedback for colleagues, there are some general tips we can give to help you provide effective and meaningful recognition. Our tips will ensure that your feedback is well-received and encourages further growth and development.

A. Be specific and detailed in your feedback

When offering positive feedback, it’s important to be specific about what the person did well. Instead of simply saying, “Good job,” provide detailed examples and describe the specific actions or behaviors that impressed you. Giving specificity to your feedback helps your colleague understand exactly what they did right and encourages them to continue those positive actions.

B. Provide feedback in a timely manner

Timeliness is key when giving positive feedback. Aim to recognize and acknowledge the person’s accomplishments as soon as possible after they occur. Giving immediate feedback reinforces the positive behavior or achievement and shows that you value their efforts. Delayed feedback may lose its impact and fail to motivate the individual effectively.

C. Use positive language and tone

The language and tone you use while giving positive feedback greatly influence how it is received. Ensure that your words convey genuine appreciation and positivity. Choose uplifting and encouraging phrases that make the person feel valued and respected. Avoid mixing positive feedback with negative criticism, as it can dilute the impact of your appreciation.

D. Tailor your feedback to the individual’s strengths and accomplishments

Recognize and highlight the specific strengths and accomplishments of the individual. Everyone has different talents and areas of expertise, so tailor your feedback to align with their unique qualities. Acknowledging their strengths helps boost their confidence and encourages them to further excel in those areas.

How to give positive feedback to colleagues?

Giving positive feedback for colleagues is an important aspect of building a positive and productive work environment. To do this effectively, it’s important to be specific about what you appreciate and why.

For example, you might say something like, “I really appreciate the way you handled that difficult client. You remained calm and professional throughout the conversation, and I think that helped to de-escalate the situation.” It’s also important to be genuine in your praise, so avoid giving generic compliments that don’t feel meaningful.

Try and make sure to deliver your feedback in a timely manner, as close to the event as possible, to ensure that it has the greatest impact.

Giving feedback in Microsoft Teams , however, is another story!

Using Employee Feedback Software

Speaking of giving feedback inside Microsoft Teams , you might ask the question “What about remote feedback?”. Whether you’re working remotely or not making use of employee feedback software is always a great idea.

Using feedback software allows you to make use of helpful feedback templates, keep feedback in the flow of work, make existing feedback trackable, and let you revisit past feedback in performance reviews .

We highlighted some of the top feedback software in a previous list before but if your organization uses Microsoft Teams on a daily basis, then the best option for you is…

Teamflect is an all-in-one performance management solution with one of the strongest employee feedback modules inside the Microsoft Teams ecosystem. With features such as 360-degree feedback, customizable employee feedback templates , and complete Microsoft Teams integration , Teamflect provides its users with a comprehensive feedback experience.

Teamflect provides a wide selection of pre-built templates in its feedback template gallery where you can choose anything from leadership skills feedback to employee developmental feedback . Teamflect’s feedback templates makes giving feedback to colleagues a breeze, and you can create custom feedback forms without a hassle!

Teamflect functions as so much more than just a platform to exchange positive feedback over. Looking for OKR software with some incredible goal-setting features? Teamflect has you covered! If you want to throw a dash of employee engagement survey into that mix,

Teamflect has your back there too. With a wide array of features neatly wrapped up in an easy-to-use dashboard, Teamflect is the best performance management solution available to Microsoft Teams users today!

How to use feedback software inside Microsoft Teams?

Now that we’ve discussed the use of feedback software as a best practice when it comes to building a positive feedback culture in your organization, we can’t not show you how exactly to use one.

In order to exchange feedback inside Microsoft Teams, we will be taking advantage of the best 360-degree feedback software for Microsoft Teams: Teamflect.

Step 1: Access the Teamflect Feedback module

Teamflect users can in fact access feedback templates without having to leave Teams chat but we do recommend you visit the feedback module itself, since it acts as a hub for all your feedback needs such as self-reviews, 360-degree feedback, and more!

Once you click the “New Feedback” button, you can start exchanging feedback inside Microsoft Teams right away. You don’t have to be the one giving the feedback. You can also request feedback for yourself or on behalf of someone else.

Step 2: Select a feedback template

Teamflect has an extensive library of customizable feedback templates. These ad-hoc feedback templates can be used straight out of the box and still work wonders in your team. That being said, you still have the option to create templates of your own, or customize existing templates with different question types such as Likert scale, rating questions, multiple choice, open-ended, and more!

Once you’ve chosen your template, you can start giving feedback right then and there!

Optional Step: 360-Degree Feedback

Many might consider 360-degree feedback to be a difficult practice to implement since it requires input from many different parties. Teamflect makes the entire process incredibly convenient.

With Teamflect, you can request feedback on behalf of yourself or others from direct reports, superiors, peers, or external parties. True 360-degree feedback covers all bases. That is why we made sure to include feedback from those outside of your organization such as customers, or independent contractors.

Optional Step: Summarize feedback with AI

For the sake of convenience, Teamflect users have the option to summarize the feedback they received throughout any given time-frame.

While every singe input is surely priceless, sometimes a summary can truly help speed things along. Simply click the “Summarize with AI” button to get all the key points from all the feedback you received.

What are the benefits of giving positive feedback at work?

Giving positive feedback can be a real game-changer in the workplace! Not only can it boost morale and motivation, but it can also help to create a supportive and positive work environment.

When someone receives positive feedback, they feel valued and appreciated, which can increase their engagement and commitment to their job. Plus, it’s always nice to know that your hard work is being recognized by your peers. Remember, peer recognition is magic!

Positive feedback doesn’t just boost morale and motivation! It also reinforces the positive behavior you praise. It is quite simply common sense, really. When you praise someone for a job well done, they’re more likely to continue doing the same things in the future. This leads to a more productive and efficient workplace, as well as happier and more fulfilled employees.

When to give positive feedback?

Positive feedback can be given at any time, but it’s most effective when it’s given as close to the event as possible. To make sure you give positive feedback at the best possible time, here is a small list of situations you should give positive feedback for:

When a colleague has completed a challenging project or task When a team member has gone above and beyond to help the team meet a deadline After a coworker has demonstrated exceptional teamwork or collaboration skills When an employee has achieved a significant milestone or accomplished a major goal When a team member has consistently shown improvement in their work or has overcome a personal or professional challenge.

How to give positive feedback examples?

Giving positive feedback is an important skill in both personal and professional settings. It helps motivate and encourage others, builds strong relationships, and fosters a positive environment.

Express appreciation: Let the person know that you value their contribution and effort.

Example: “I want to express my appreciation for your hard work on the project. Your dedication, attention to detail, and creativity really made a difference. The project turned out to be a great success, and you played a significant role in that.”

Focus on strengths: Highlight the person’s strengths and how they have positively impacted the situation or task.

Example: “Your problem-solving skills have been outstanding. Every time we face a challenge, you come up with innovative solutions that not only solve the problem but also improve our overall processes. Your ability to think outside the box is truly impressive.”

Connect to impact: Explain the positive impact of the person’s actions on the team, organization, or project.

Example: “Your leadership during the team project was invaluable. Your ability to delegate tasks effectively and provide guidance and support to team members greatly contributed to our success. Your leadership style fostered a collaborative environment where everyone felt motivated and empowered to do their best.”

Encourage personal growth: Highlight growth or improvement in someone’s skills or abilities.

Example: “I’ve noticed a significant improvement in your presentation skills over the past few months. Your confidence, delivery, and ability to engage the audience have all improved tremendously. Keep up the great work!”

Be genuine and sincere: Make sure your feedback comes from a place of authenticity and sincerity.

Example: “I genuinely appreciate your positive attitude and enthusiasm. Your energy is contagious, and it really boosts the team’s morale. Your positive outlook has created a supportive and enjoyable work environment.”

What to avoid when giving positive feedback to your colleagues?

While it may seem counterintuitive to consider potential issues when giving positive feedback, there are still important nuances to consider. While it may seem like positive feedback can’t do any harm, you just might be surprised at some of the nuances that go into good feedback comments. Here are some positive feedback issues you have to avoid!

Issue 1: Generic Praise

One common mistake when giving positive feedback is being too vague or generic. Generic compliments like “Great job!” or “You’re awesome!” lack specificity and may not carry the weight of genuine appreciation.

Be specific in your praise. Highlight the particular actions, behaviors, or achievements that impressed you. For example, instead of saying “Great presentation,” you could say, “I was impressed by how well you articulated the key points during the presentation, and your use of visuals made it engaging and informative.”

Issue 2: Overdoing It

While frequent positive feedback is encouraged, overdoing it can dilute its impact. If you praise every little thing, it may come across as insincere.

Reserve your positive feedback for truly outstanding or noteworthy accomplishments. This way, when you do offer praise, it will be seen as genuine and meaningful.

Issue 3: Public vs. Private Feedback

Publicly acknowledging your colleagues’ achievements can boost their morale, but not everyone is comfortable with public recognition.

Gauge your colleague’s preferences and comfort level with public praise. Some may appreciate it, while others may prefer private acknowledgment. Respect their preferences to ensure your feedback is well-received.

Issue 4: Exaggeration

Exaggerating your praise can make it seem insincere and overblown. Colleagues may question the authenticity of your compliments if they feel inflated.

Stick to genuine, honest, and good feedback. Express your admiration without resorting to hyperbole. If you genuinely believe your colleague did an exceptional job, your sincerity will shine through.

Ignoring the Details

Positive feedback examples are most effective when they are specific and meaningful. Failing to mention the details of what impressed you can make your praise seem superficial.

Pay attention to the specific actions, skills, or qualities that earned your colleague recognition. Highlight these details in your feedback to demonstrate that you’ve truly observed and appreciated their efforts.

In Conclusion

We want to end this post with a bit of a disclaimer. There isn’t a single example of positive feedback that has to be followed to a tee. While we wanted to provide you with as many professional positive feedback examples as we could, at the end of the day, the way you give positive feedback should change depending on who you are talking to, your organization’s culture, and a billion other things.

If you’ve come to this blog post with the question “What are some examples of positive feedback for colleagues?”, we do hope that you’re leaving satisfied and that we’ve also provided you with more than just good feedback examples but also some insight on how to give feedback as well!

Whether you are coming up with ideas for creative feedback for colleagues or simply looking to whip up some positive feedback for your coworkers, we hope you have the best of times!

Related Posts:

Written by emre ok.

Emre is a content writer at Teamflect who aims to share fun and unique insight into the world of performance management.

20 Great Constructive Feedback Examples For Your Manager

The Importance of Feedback in the Workplace – Best Practices 2023

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Retrace your steps with Recall

Search across time to find the content you need. Then, re-engage with it. With Recall, you have an explorable timeline of your PC’s past. Just describe how you remember it and Recall will retrieve the moment you saw it. Any photo, link, or message can be a fresh point to continue from. As you use your PC, Recall takes snapshots of your screen. Snapshots are taken every five seconds while content on the screen is different from the previous snapshot. Your snapshots are then locally stored and locally analyzed on your PC. Recall’s analysis allows you to search for content, including both images and text, using natural language. Trying to remember the name of the Korean restaurant your friend Alice mentioned? Just ask Recall and it retrieves both text and visual matches for your search, automatically sorted by how closely the results match your search. Recall can even take you back to the exact location of the item you saw.

Note:  Recall is optimized for select languages (English, Chinese (simplified), French, German, Japanese, and Spanish. Content-based and storage limitations apply. For more information, see https://aka.ms/nextgenaipcs .

System requirements for Recall

Your PC needs the following minimum system requirements for Recall:

A Copilot+ PC

8 logical processors

256 GB storage capacity

To enable Recall, you’ll need at least 50 GB of storage space free

Saving screenshots automatically pauses once the device has less than 25 GB of storage space

How to use Recall

To open Recall, use the keyboard shortcut Windows logo key   +J , or select the following Recall icon on your taskbar:

Your timeline in Recall is broken up into segments, which are the blocks of time that Recall was taking snapshots while you were using your PC. You can hover over your timeline to review your activity in a preview window. Selecting the location on the timeline or selecting the preview window loads the snapshot where you can  interact with the content .

Search with Recall

Maybe you wanted to make that pizza recipe you saw earlier today but you don’t remember where you saw it. Typing goat cheese pizza into the search box would easily find the recipe again. You could also search for pizza or cheese if you didn’t remember the specific type of pizza or cheese. Less specific searches are likely to bring up more matches though. If you prefer to search using your voice, you can select the microphone then speak your search query.  

By default, results are shown from all apps where Recall found matches. You can narrow down your results by filtering the matches to a specific app by selecting an app from the list.

When the results are displayed, they will be listed under the headings of text matches and visual matches . Matches that are closer to your search are shown first. You’ll also notice that some items are listed as one of the following types of matches:

Close match : Close matches typically include at least one of the search terms or images that are representative of a term in your query.

Related match : Matches that share a commonality with the search terms would be considered related. For instance, if you searched for goat cheese pizza , you might also get related matches that include lasagna or cannelloni since they are Italian dishes too.

Interacting with content

Once you’ve found the item you want to see again, select the tile. Recall opens the snapshot and enables screenray, which runs on top of the saved snapshot. Screenray analyzes what’s in the snapshot and allows you to interact with individual elements in the snapshot. You’ll notice that when screenray is active, your cursor is blue and white. The cursor also changes shape depending on the type of element beneath it. What you can do with each element changes based on what kind of content screenray detects. If you select a picture in the snapshot, you can copy, edit with your default .jpeg app such as Photos , or send it to another app like the Snipping Tool or Paint . When you highlight text with screenray, you can open it in a text editor or copy it. For example, you might want to copy the text of a recipe’s ingredients list to convert it to metric.

Note:  When you use an option that sends snapshot content to an app, screenray creates a temporary file in C:\Users\[username]\AppData\Local\Temp in order to share the content. The temporary file is deleted once the content is transferred over the app you selected to use.

Below your selected snapshot, you have more snapshot options. In many cases, you can have Recall take you back to exact location of the item, such as reopening the webpage, PowerPoint presentation, or app that was running at the time the snapshot was taken. You can also hide screenray, copy the snapshot, delete the snapshot, or select … for more snapshot options.

Pause or resume snapshots

To pause recall, select the Recall icon in the system tray then Pause until tomorrow .  Snapshots will be paused until they automatically resume at 12:00 AM. When snapshots are paused, the Recall system tray icon has a slash through it so you can easily tell if snapshots are enabled. To manually resume snapshots, select the Recall icon in the system tray and then select Resume snapshots .  You can also access the Recall & snapshots settings page from the bottom of this window.

What if I don’t want Recall to save information from certain websites or apps?

You are in control with Recall. You can select which apps and websites you want to exclude, such as banking apps and websites.  You’ll need to use a supported browser for Recall to filter websites and to automatically filter private browsing activity. Supported browsers, and their capabilities include:

Microsoft Edge: blocks websites and filters private browsing activity

Firefox: blocks websites and filters private browsing activity

Opera:  blocks websites and filters private browsing activity

Google Chrome: blocks websites and filters private browsing activity

Chromium based browsers:  For Chromium-based browsers not listed above, filters private browsing activity only, doesn’t block specific websites

To exclude a website:

Select … then Settings to open the Recall & snapshots settings page.

You can also go to Windows Settings > Privacy & Security > Recall & Snapshots to manage Recall.

Select Add website for the Websites to filter setting.

Type the website you want to filter into the text box. Select Add to add it to the websites to filter list.

To exclude an app:

Select … then Settings to open the Recall & snapshots settings page

Select Add app  for the Apps to filter setting.

From the app list, select the app you want to filter from Recall snapshots.

In two specific scenarios, Recall will capture snapshots that include InPrivate windows, blocked apps, and blocked websites. If Recall gets launched, or the Now option is selected in Recall, then a snapshot is taken even when InPrivate windows, blocked apps, and blocked websites are displayed. However, these snapshots are not saved by Recall. If you choose to send the information from this snapshot to another app, a temp file will also be created in C:\Users\[username]\AppData\Local\Temp to share the content. The temporary file is deleted once the content is transferred over the app you selected to use.

Managing your Recall snapshots and disk space

You can configure how much disk space Recall is allowed to use to store snapshots. The amount of disk space you can allocate to Recall varies depending on how much storage your PC has. The following chart shows the storage space options for Recall:

You can change the amount of disk space used or delete snapshots from the Recall & snapshots settings page. 

To change the storage space limit:

1. Expand the Storage settings.

2. Change the Maximum storage for snapshots limit by choosing the limit from the drop-down list. When the limit is reached, the oldest snapshots are deleted first.

To delete snapshots:

Expand the Delete snapshots settings.

You can choose to delete all snapshots or snapshots withing a specific timeframe.

To delete all snapshots, select Delete all .

To delete snapshots from a specific timeframe, select a timeframe from the drop-down list, then select Delete   snapshots.

Keyboard shortcuts for Recall

You can use the following keyboard shortcuts in recall:, when interacting with a snapshot with screenray, you can use the following keyboard shortcuts:, microsoft’s commitment to responsible ai and privacy.

Microsoft has been working to advance AI responsibly since 2017, when we first defined our AI principles and later operationalized our approach through our Responsible AI Standard. Privacy and security are principles as we develop and deploy AI systems. We work to help our customers use our AI products responsibly, sharing our learnings, and building trust-based partnerships. For more about our responsible AI efforts, the  principles that guide us, and the tooling and capabilities we've created to assure that we develop AI technology responsibly, see Responsible AI .

Recall uses optical character recognition (OCR), local to the PC, to analyze snapshots and facilitate search. For more information about OCR, see Transparency note and use cases for OCR . For more information about privacy and security, see Privacy and security for Recall & screenray .

We want to hear from you!

If there's something you like, and especially if there's something you don't like, about Recall you can submit feedback to Microsoft by selecting … then the  Feedback icon  in Recall to submit feedback on any issues that you run into. 

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Advertisement

Here’s What the Prosecution Said in Its Closing Argument in the Trump Trial

Donald J. Trump orchestrated a conspiracy that influenced the outcome of the 2016 election, the prosecutor, Joshua Steinglass, said.

• Share full article

By Matthew Haag

• May 28, 2024

Over more than five hours on Tuesday, a Manhattan prosecutor made his final case to the jury in Donald J. Trump’s criminal hush-money trial that the former president had orchestrated “a conspiracy and a coverup” to help him win the 2016 presidential election.

The prosecutor, Joshua Steinglass, argued that 20 witnesses called to the stand and evidence presented during six weeks of testimony had shown that Mr. Trump was guilty of 34 felony counts of falsifying business records. The charges stem from his repayment, made on the eve of the 2016 election, of hush money that silenced a porn star’s account of a sexual encounter a decade earlier.

Mr. Steinglass wove a sweeping story of how Mr. Trump, with help from The National Enquirer and his former fixer, Michael D. Cohen, among others, sought to bury negative news stories about Mr. Trump in the days and months before the election. One effort included the catch-and-kill operation to buy the silence of Stormy Daniels, the porn star, which Mr. Steinglass said kept the American public from knowing about her account when they voted.

“This scheme, cooked up by these men, at this time, could very well be what got President Trump elected,” Mr. Steinglass said. “This was overt election fraud, an act in furtherance of the conspiracy to promote Mr. Trump’s election by unlawful means.”

A deal with Ms. Daniels took on extra urgency, he said, following the leak in October 2016 of an “Access Hollywood” tape that captured Mr. Trump bragging about grabbing women’s genitals.

Mr. Steinglass started his closing argument by countering the statements by Mr. Trump’s lawyer Todd Blanche earlier in the day. He said that the Trump team’s closing argument — which claimed that Mr. Trump was a victim of extortion — did not change the underlying facts of the case. And, Mr. Steinglass noted, extortion is not a defense for falsifying business records.

Mr. Steinglass acknowledged to the jurors that some of the witnesses had biases. Both Mr. Cohen and Ms. Daniels have talked publicly about wanting to see Mr. Trump convicted, and Mr. Cohen admitted on the stand that he stole money from the Trump Organization. But he said their testimony was credible and often corroborated by others who took the stand.

“I’m not asking you to feel bad for Michael Cohen,” Mr. Steinglass told the jury. “He made his bed.”

At the end of the marathon day, just before 8 p.m., Mr. Steinglass said that while the former president is a former president, the law applies to him the same as it does to everyone else.

Matthew Haag writes about the intersection of real estate and politics in the New York region. He has been a journalist for two decades. More about Matthew Haag

Our Coverage of the Trump Hush-Money Trial

Guilty Verdict : Donald Trump was convicted on all 34 counts  of falsifying records to cover up a sex scandal that threatened his bid for the White House in 2016, making him the first American president to be declared a felon .

What Happens Next: Trump’s sentencing hearing on July 11 will trigger a long and winding appeals process , though he has few ways to overturn the decision .

Reactions: Trump’s conviction reverberated quickly across the country  and around the world . Here’s what voters , New Yorkers , Republicans , Trump supporters  and President Biden  had to say.

The Presidential Race : The political fallout of Trump’s conviction is far from certain , but the verdict will test America’s traditions, legal institutions and ability to hold an election under historic partisan tension .

Making the Case: Over six weeks and the testimony of 20 witnesses, the Manhattan district attorney’s office wove a sprawling story  of election interference and falsified business records.

Legal Luck Runs Out: The four criminal cases that threatened Trump’s freedom had been stumbling along, pleasing his advisers. Then his good fortune expired .

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README.zh-CN.md

Latest commit, file metadata and controls, g-helper——轻量级的华硕笔记本控制中心.

语言: English | 中文

适用于华硕（Asus）笔记本电脑的轻量级 Armoury Crate (奥创控制中心)替代品，在功能几乎相同的同时减少不必要的服务以减轻负载。 G-helper兼容所有主流型号，例如 ROG 幻14、幻15、幻16、幻13、幻X、天选（飞行堡垒）系列、枪神/魔霸系列、创系列、灵耀系列、无畏系列、ROG Ally 等！

如果你喜欢这个应用，请 给这个项目⭐️ 或者向别人推荐它！

常见问题解答(FAQ)

通过paypal支持本项目： 💶 EUR 或者 💵 USD

如果你在别的地方提到这个软件-请记得加上这个项目的网址。十分感谢。

• 自动且无缝的独立显卡模式切换(不需要关闭所有应用或执行其他操作)
• 可以手动调整所有的性能模式(包括自定义风扇曲线以及PPTs(Platform Power Threshold,即CPU总功耗,下文简称PPTs--译注))
• 极致的轻量化，几乎不消耗任何资源，也不需要安装系统服务。只需要下载一个exe文件就可以运行。
• 简洁的界面设计，可以轻松调整所有设置。
• FN 锁定和自定义热键

• 性能模式 : 静音模式 - 平衡模式 - 增强模式 (笔电bios内置的性能模式，附带默认的风扇曲线)
• 显卡模式 : 集显模式 - 标准模式 - 独显直连 - 自动切换
• 笔记本屏幕刷新率 60hz 或 120hz 自动调节(或者 144hz 等刷新率)，包括屏幕Overdrive(OD,即ROG系列的屏幕快速响应/快显功能--译注)功能
• 可调节的风扇曲线、电源功耗设置(PPTs)( 注:请谨慎调节! )和CPU超频选项
• ROG Anime matrix 光显矩阵屏控制， 感谢项目 Starlight + 应用侧的一些调整，包括动画GIF图片
• 键盘灯光效果和颜色设置 (包括睡眠模式下的灯光效果和对飞行堡垒/天选系列的键盘支持)
• 对M按键的自定义设置和 FN+X 快捷键的自定义
• CPU/GPU温度、风扇转速和电池充放电功率显示
• 电池充电上限设置，保护电池健康度
• Nvidia GPU 超频和降压
• XG Mobile 控制
• AMD CPU 的降压
• Mini-LED 屏幕的多区调光
• 低亮度防闪烁功能和显示风格的修改

⚙️ 当使用电池供电或插上电源时，自动切换：

• 性能模式 (软件会记住上一次使用电池或插上电源时的电源模式)
• 自动切换独立显卡模式 - 使用电池时停用独显，并在插上电源时重新启用
• 自动切换屏幕刷新率 (使用电池时切换为 60hz,插入电源后切换为 120+ hz)
• 使用电池时键盘背光可自动关闭

为了保证自动切换功能和按键绑定功能的正常工作，软件需要在后台运行并显示一个托盘图标。这并不会消耗其他资源。

性能模式与 Armoury Crate(奥创控制中心)中的 保持一致 ，因为这些设置与其对应的风扇曲线都被保存在bios中

• 静音 (风扇转速最小或完全停转, 70W 总PPT, 其中 CPU 最高 45W PPT) + windows电源模式设置为最长续航/省电模式
• 平衡/性能 (平衡模式的风扇曲线设置, 100W 总PPT, 其中 CPU 最高 45W PPT) + windows电源模式设置为平衡
• 增强 (激进的风扇曲线设置, 125W 总PPT, 其中 CPU 最高 80W PPT) + windows电源模式设置为高性能/最佳性能

PPTs 默认在 幻14 2022版上显示, 对于其他型号 PPTs 的显示将会有所变化，因为它们在bios中的设置不同。

• 集显模式 : 只启用低功耗的内置显卡, 核显连接笔电内置屏幕
• 标准模式 (MS Hybrid) : 同时启用核显与独显, 核显连接笔电内置屏幕
• 独显直连: 同时启用核显与独显, 但独显直连笔电屏幕 (仅在幻14 2022版等机型上支持)
• 自动切换: 使用电池时关闭独显(集显模式)，并在插上电源后重新启用独显(混合输出)

🐭 华硕鼠标和其他外设的支持

*对于中国大陆发行的版本请自行参考

• ROG Chakram X (P708)
• ROG Chakram Core (P511)
• ROG Gladius II and Gladius II Origin (P502 and P504)
• ROG Gladius III
• ROG Gladius III Wireless
• ROG Harpe Ace Aim Lab Edition
• ROG Keris Wireless
• ROG Strix Carry (P508)
• ROG Strix III Gladius III Aimpoint Wireless (P711)
• ROG Strix Impact III (P518)
• ROG Strix Impact II Wireless
• TUF Gaming M4 Wireless (P306)
• TUF Gaming M3
• TUF Gaming M3 Gen II

特别感谢 @IceStormNG 👑 的贡献和研究！

• Fn + F5 / Fn + Shift + F5 - 向前/向后切换性能模式
• Ctrl + Shift + F5 / Ctrl + Shift + Alt + F5 - 向前/向后切换性能模式
• Ctrl + Shift + F12 - 打开G-Helper窗口
• Ctrl + M1 / M2 - 屏幕亮度调低/调高
• Shift + M1 / M2 - 键盘背光亮度调低/调高
• Fn + C - Fn锁定
• Fn + Shift + F7 / F8 - 光显矩阵/光线矩阵亮度调低/调高
• Fn + Shift + F7 / F8 - 屏幕亮度调低/调高
• Ctrl + Shift + F20 - 麦克风静音
• Ctrl + Shift + Alt + F14 - 集显模式
• Ctrl + Shift + Alt + F15 - 标准模式
• Ctrl + Shift + Alt + F16 - 静音模式
• Ctrl + Shift + Alt + F17 - 平衡模式
• Ctrl + Shift + Alt + F18 - 增强模式
• Ctrl + Shift + Alt + F19 - 自定义 1（如果存在）
• Ctrl + Shift + Alt + F20 - 自定义 2（如果存在）

🎮ROG Ally 按键

• M + DPad Left / Right - 显示亮度
• M + DPad Up - 屏幕键盘
• M + DPad Down - 显示桌面
• M + Y - 切换 AMD 覆盖
• M + Right Stick Click - 控制器模式

如果您喜欢本项目，可以扫描以下二维码捐赠

当我按下 m4 / rog键的时候总是弹出安装armoury crate的弹窗提示，我该如何关闭它.

删除下列文件或者把它移动(注:剪切+粘贴)到别的目录 C:\Windows\System32\ASUSACCI\ArmouryCrateKeyControl.exe .

如果还是出现弹窗 - 进入 BIOS (开机时按住 F2), 按照屏幕下方的快捷键提示进入 Advanced Settings,然后关闭 "Armoury Crate Control Interface" (注:把它设置为disabled)。

这有可能是因为ASUS服务在你设置后又覆写了对应的设置。你可以通过在G-helper中点击"更多"，然后在"正在运行的Asus服务项"右侧点击"停止"来停止ASUS服务。

在一些旧型号中(比如幻14 2020)从硬件层上不支持禁用显卡，在这些机型中并不需要显卡模式，因此没有显示。

为什么我的电脑上没有独显直连

独显直连(在硬件层面上)只对2022年之后的机型中生效。

我是否应该自行调整功耗设置(PPTs)和风扇曲线?

你可以不那么做，这些操作是可选的。按照经验(bios)内置的性能模式工作的很好。请只在遇到问题的时候限制功耗或者手动设置风扇模式。当你在风扇与功率设置中按下“应用”时，bios将会认为风扇配置文件为“自定义”! (无论你是否真的修改了风扇曲线)

G-helper是如何控制我的风扇转速的?

软件并不会修改风扇转速。这个设置实际上由bios控制(与Armoury Crate的情况相同)。G-helper 所能做的 - 就是将一个自定义的风扇配置(可选地)应用到正在使用的性能模式，其中包括8组温度+风扇速度的百分比数值%。软件通过与Armoury Crate看起来相同的WMI endpoint来应用这一设置，

我如何把风扇转速显示从百分比%切换到RPM(每分钟转速)?

点击一下百分比即可切换。

当我修改自定义风扇曲线时，我得到了"BIOS拒绝修改风扇曲线"("BIOS rejected fan curve")提示

2021之后的TUF机型不支持自定义风扇曲线。很可能在Armory Crate中也没有这个选项。

我没有在G-helper中看到独显温度

很可能要么你正在使用核显模式/自动切换模式，这种情况下独显只是关闭了；或者你的windows系统为独显设置了睡眠模式(为了省电)。这种情况下，G-helper无法识别到独显，也不能获得温度读数。

打开应用后没有看到应用启动/弹窗提示"G-Helper已经在运行"

请在系统托盘里找到 (G) 图标。windows会默认隐藏所有图标，所以你可能需要点击 ^ 来看见它们。建议任务栏右键进入任务栏设置 -> 其他系统图标 -> 将 G-Helper 设置为始终在任务栏上显示。

应用不能启动或者崩溃了，我该怎么做?

从开始菜单里打开“事件管理器”， 进入 Windows日志 -> 应用，然后在最近的错误日志里寻找包含G-helper的日志。如果你找到一个 - 请提出一个 新的 issue ，其中包含来自这次错误的所有的详细信息。

我可以在用G-Helper的时候同时用myASUS吗?

当然可以! 唯一的问题是myASUS可能会重置你之前在g-helper里设置的电池充电上限。在这种情况下，建议你在这两个应用(myASUS和g-helper)里设置相同的充电上限(60%/80%/100%)以避免冲突。

我如何将M3键设置为将麦克风静音?

这个功能由 Asus Optimization Service 管理(所以 G-helper 没有这项设置，也不管理这个功能)。请确认这个系统服务是否正常运行

我如何设置不同的视觉风格(即 Armoury Crate 内的gamevisual功能)?

因为这个功能让颜色显示不正确，我个人(注:作者 :) )并不喜欢这些。但是如果你需要这个功能 - 你可以使用 Nvidia 控制面板/GefoeceExperirence滤镜或者AMD控制面板(Radeon Software/AMD Software: Adrenalin Edition)来修改显示颜色(因显示器和配置而异)。如果你真的非常需要这个功能，你也可以使用 微软商店中ASUS自己的工具

我能超频 Nvidia GPU 核心或显存吗?

首先确保你的独立显卡是启用的，之后打开"风扇 + 电源"选项，在这里即可调整核心和显存频率。这个和Armoury Crate中的设置一样。注意，使用这项功能需要管理员权限，应用也会弹出需要管理员权限的提示。(*)

Windows Defender将该应用标记为恶意软件/病毒

这是Windows Defender的误报(其他使用机器学习来检测病毒的杀毒软件可能也出现同样的结果)，这可能是因为本应用没有数字签名和证书。如果你不放心的话，你可以自己编译安装本项目，本项目是完全开源的。

我该在哪找到应用的配置文件和日志文件

你可以在 %AppData%\GHelper 文件夹找到他们，当你在issue中提交bug的时候，请务必附上应用日志。

应用无法在开机时启动或者启动的时候在任务栏没有提示

打开应用，取消再重新勾选"开机自启"项目。如果还是不行的话，你可以手动在Windows 任务计划程序(Task Scheduler)中为G-helper应用增加几秒延迟后再启动。

我该如何卸载G-helper?

G-helper是一个单文件的exe文件, 而且它不会向系统中安装任何东西。如果要“卸载”它 - 你可以直接删除exe文件 :) 如果你已经设置了自定义的风扇配置或者功耗设置(PPTs) - 在删除软件之前建议你选择你最喜欢的配置模式(比如"平衡")，然后在“风扇与电源设置”里点击“恢复默认设置”。

我如何给我的CPU降压？

目前你只能给AMD CPU降压。如果你的机型支持这个功能 - 你会在“风扇 + 电源”项中看到对应的设置。如果你看不到该项设置，说明你的CPU不支持降压。所有支持的型号可以 点此查询 。

我的机型是幻14 2023并且我无法关闭/开启我的独立显卡

这应该是旧版本的BIOS的问题。根据 用户反馈 ，更新最近的BIOS 312版本即可解决问题(可以通过MyASUS或者G-helper "更新" 项进行安装)。

我的机型是幻15 2022并且我无法关闭/开启我的独立显卡或者风扇出问题

幻15 2022款在BIOS 313以上版本会有很多小问题。许多用户反馈可以通过 将BIOS版本降级到311版本来解决 。

我删除了Armoury之后我的GPU性能降低了

检查你的 Nvidia Experience 设置，确保Whisper Mode项是关闭的。你还可以尝试重置所有设置。 Nvidia 控制面板 -> 管理 3D 设置 -> 恢复

我如何从硬件层面重启我的笔记本？

所有的华硕笔记本都支持方便的硬重启。它不会影响你的数据，但是会重置所有硬件相关的东西(例如启动独立显卡，唤醒wifi/蓝牙模块等) 关闭你的电脑，长按“电源”按钮30-40秒。之后正常启动你的电脑(会比正常情况下花更长时间启动)。

G-helper 是什么?

这是一个轻量化的Armoury Crate(奥创控制中心)替代工具，而且不需要任何多余的功能或安装不必要的系统服务的。在ROG G14, G15, G16, M16, X13, Z13, X16, TUF, Scar, Vivobook, ProArt等热门笔记本中都适用。

1.下载 最新版本 2. 解压到您选择的文件夹_（不要直接从zip运行exe，因为Windows会将其放入临时文件夹并在之后删除）_ 3.运行 GHelper.exe

• 如果您在启动时收到来自 Windows Defender 的警告（Windows 保护了您的电脑）。 单击“更多信息”->“仍然运行”。
• 如果出现“在商店中搜索应用程序”对话框，则这是 Windows Defender 的一个错误。 右键单击 GHelper.exe -> 选择“属性” -> 选择“取消阻止复选框”
• Microsoft .NET 7
• 不建议 将该应用程序与 Armoury Crate 服务结合使用，因为它们调整相同的设置。 您可以 使用AC自带的卸载工具卸载 。 以防万一，您可以稍后再安装它。
• 不建议 运行“ASUS Smart Display Control”应用程序，因为它会尝试更改刷新率并与 g-helper 争夺相同的功能。 您可以安全地卸载它。
• 如果您不打算使用 MyASUS，您可以停止/禁用不必要的服务：转到应用程序中的 Extra ，然后按 Asus 服务部分中的“停止”。 要重新启动/启用服务 - 单击“开始”。

精简你的windows可以帮助延长电池的使用时间，同时让笔电的温度更低一些

为每一个模式自定义用户计划

在 config.json (位于 %appdata/GHelper) 中你可以手动添加自定义电源设置的GUID (它既可以是"真正的"可被选择的电源计划，也可以是"覆盖式(overlay)"的电源计划，就像g-helper默认设置的那样)

格式如下 : "scheme_ <mode> " : "GUID"

Where mode = 0 (balanced), 1 (turbo), 2 (silent)

确保修改时保证json文件的结构不被打乱 (例如不要增减或缺失逗号、括号等操作) - 否则应用会读取失败，并将重新创建一个新的配置文件来替代它。

软件支持热键自定义配置。如要设置，在按键旁的选项框中选择"自定义设置"，然后执行下面的操作(任选其一):

• 要想运行任意应用 - 向 "action" 文本框中粘贴应用文件exe的完整路径，例如: C:\Program Files\EA Games\Battlefield 2042\BF2042.exe
• 要想模拟任意windows按键 - 向"action"文本框中粘贴相对应的 keycode，例如 0x2C 为屏幕截图键。 Keycodes的完整列表: https://learn.microsoft.com/en-us/windows/win32/inputdev/virtual-key-codes

• Linux Kernel 华硕 ACPI/WMI 接口中一些基本端点的 Linux 内核
• NvAPIWrapper 用于访问 Nvidia API
• Starlight 光显矩阵通信协议
• UXTU 使用 Ryzen 系统管理单元进行降压
• AsusCtl 提供灵感和一些逆向工程

G-Helper 不是操作系统、固件或驱动程序。它无论如何都不会实时“运行”您的硬件。

这只是一个应用程序，允许您选择制造商创建的预定义操作模式之一（并存储在 BIOS 中），并可选地（！）设置一些已经存在于您的设备上的设置，与 Armoury Crate 的原理相同。它通过使用 Armoury Crate 所使用的 Asus System Control Interface “驱动程序”来实现所有功能。

如果您使用的模式/设置与 Armoury Crate 中的相同 - 您设备的性能或行为不会有差异。

G-Helper 对您笔记本电脑的作用，类似于遥控器对您电视的作用。

"ROG"、"TUF" 和 "Armoury Crate" 是 AsusTek Computer, Inc. 的注册商标。我对这些或任何属于 AsusTek Computer 的资产不提出任何主张，仅出于信息传递目的而使用它们。

软件按“现状”提供，不提供任何形式的明示或暗示保证，包括但不限于对适销性、特定用途的适用性和非侵权的保证。滥用此软件可能导致系统不稳定或故障。

注:请务必参考下方 免责声明 原文，以避免或减小错误或不恰当之翻译引起的负面影响。翻译仅为便于阅读之目的，并非专业翻译，可能存在错误，可能与最新版本有所差异。本文不具有法律效力，亦不作为发生争端时处理之依据。

Disclaimers "ROG", "TUF", and "Armoury Crate" are trademarked by and belong to AsusTek Computer, Inc. I make no claims to these or any assets belonging to AsusTek Computer and use them purely for informational purposes only.

THE SOFTWARE IS PROVIDED “AS IS”, WITHOUT WARRANTY OF ANY KIND, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO THE WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND NONINFRINGEMENT. MISUSE OF THIS SOFTWARE COULD CAUSE SYSTEM INSTABILITY OR MALFUNCTION.