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What are Feedback Models? 10 Best Types of Feedback Models – 2025
Published on:
January 25, 2023
Updated on:
February 28, 2025
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If you’re a manager, team leader, or just interested in learning more about how feedback can improve your team’s performance, then you’re in the right place.
We all know that feedback is important, but it can be tricky to navigate. That’s why we’ve put together this post to break down the different types of feedback models and give you some practical tips on how to implement them in your organization.
We’ll start by defining what we mean by feedback models and why they’re so important in management.
Then, we’ll dive into the different types of feedback models such as:
But it’s not just about knowing the different types of feedback models – it’s also important to know how to implement them effectively.
That’s why we’ll also cover some best practices for rolling out the best feedback models and how to overcome common challenges that come up.
So, whether you’re looking to improve communication and collaboration within your team, or you’re simply curious about how feedback can boost your team’s performance, this post has got you covered. Let’s dive in!
360-Degree Feedback is a type of feedback model that involves collecting feedback from multiple sources, including the employee’s supervisor, peers, subordinates, and even customers.
This type of feedback model provides a comprehensive view of the employee’s performance and can be used to identify areas for improvement.
One of the biggest advantages of 360-Degree Feedback is that it provides a well-rounded view of an employee’s performance, by getting feedback from multiple sources.
It also allows for self-reflection and personal development, since employees get to see how others perceive them.
However, it also has its drawbacks, like the process can be time-consuming and it requires a certain level of trust and confidentiality to be effective.
But overall, 360-Degree Feedback can be a powerful tool for identifying areas of improvement and promoting personal development when used correctly.
If you want to increase the effectiveness of your 360-degree feedback process, implementing an easy-to-use 360-degree feedback software can be a great choice.
Teamflect, as one of them, includes features such as customizable feedback templates, which can be used to create consistent and standardized feedback forms for different positions within the organization.
This helps ensure that the feedback collected is relevant and useful for the employee’s development.
Teamflect also offers a user-friendly interface that allows for easy navigation and data analysis, making it easy for managers and HR professionals to understand the feedback and take action accordingly.
The CEDAR Feedback Model stands for Context-Examples-Diagnosis-Actions-Review. It’s a structured approach to feedback that focuses on providing specific, actionable feedback that can be used to improve performance.
It starts by providing context and specific examples, followed by getting a diagnosis of the situation from the employee, identifying specific areas for improvement, and proposing specific actions for improvement, and reviewing the feedback process and making sure everyone is on the same page about it.
The CEDAR Feedback Model works best if you have a specific behavior or situation that needs to be improved and want to learn your employee’s side and reasoning of the situation.
The SBI Feedback Model stands for situation-behavior-impact feedback model and is based on the principle of describing a specific situation, the behavior that was seen in that situation, and the impact that behavior had on the employee, the team members, the organization etc.
Being one of the most popular feedback models out there, this approach allows for clear and specific feedback that can be used to improve performance.
The SBI Feedback Model is effective because it helps to remove any emotions or biases from the feedback, making it more objective and actionable, and it is designed to accommodate both positive and negative feedback.
Since it doesn’t suggest any steps for improvement, using it as a way of giving positive feedback would give better results.
One of the best acronyms in the feedback model space has to be the BOOST feedback model.
The BOOST feedback model is structured around objective observations and specific examples. While specificity is a key factor in plenty of other feedback structures, BOOST truly doubles down on it.
Designed to ensure feedback is constructive, well-rounded, and actionable, BOOST stands for Balanced, Objective, Observed, Specific, and Timely.
In this section, we will not only give you a detailed explanation of each step but also give you a simple example of just how you can structure your feedback according to this model:
Example: Instead of saying, "Your report wasn’t great," use BOOST to structure feedback like this:
"In the last team report, I noticed that some key performance metrics were missing, which made it harder to assess project progress (Observed). To improve clarity, adding those metrics would help the team make informed decisions (Specific). The sections you did include were well-organized and provided useful insights (Balanced). Let’s ensure future reports include all relevant data so we can track progress effectively (Objective). Since this is a recurring report, addressing this now will help improve next month's presentation (Timely)."
The STAR feedback model is a results-driven approach to feedback that was designed to provide employees with clarity on their performance by linking feedback directly to real-world outcomes.
As is the case with most feedback models, it divides your feedback process into four components:Situation, Task, Action, and Result.
This model ensures that both positive reinforcement and constructive criticism are grounded in observable events.
STAR is particularly effective in performance reviews, coaching sessions, and recognition efforts, as it eliminates ambiguity and helps individuals understand exactly what contributed to success or where adjustments are needed.
Now, let’s examine each component in the STAR feedback model in detail before going over some examples.
Below you will find examples of both positive and constructive feedback and how you can use each component effectively:
Positive Feedback Example using STAR:
"During last week’s client presentation (Situation), your task was to present the quarterly performance results in a compelling way (Task). You provided a well-structured analysis and handled client questions with confidence (Action). As a result, the client expressed satisfaction with our approach, strengthening our relationship and securing a renewal (Result)."
Developmental Feedback Example using STAR:
“During last week’s client presentation (Situation), your task was to present the quarterly performance results clearly and persuasively (Task). While your analysis was detailed, some key points were difficult for the client to follow due to the heavy use of technical jargon, and your response to their question about next quarter’s projections lacked clarity (Action). As a result, the client needed additional clarification in a follow-up email, which delayed their decision-making process (Result).”
The EEC feedback model is a straightforward yet powerful approach designed to make feedback clear, actionable, and directly tied to outcomes.
Not every feedback situation requires a long, drawn-out process. For occasions where you might need to deliver feedback quickly yet efficiently, EEC is the feedback model for you.
Unlike broader feedback methods, EEC is particularly effective for quick, on-the-spot coaching, as it helps employees immediately understand what worked, what didn’t, and what adjustments can be made.
The three components of the EEC model are:
While it doesn’t have the same nuances of that come with more detailed models such as CEDAR, it still makes sure your on the spot feedback has a certain structure to it.
Example (Positive Feedback):
"In last week’s client meeting, you proactively answered difficult questions about our product roadmap (Example). This increased the client’s confidence in our team and helped us secure their commitment for the next phase of the project (Effect). Keep up this level of preparation, as it strengthens our client relationships (Change)."
Example (Constructive Feedback):
"During today’s team stand-up, you interrupted a colleague multiple times while they were explaining their progress (Example). This made it difficult for them to communicate their updates clearly and disrupted the flow of the meeting (Effect). Moving forward, try allowing others to finish speaking before responding to encourage a more open discussion (Change)."
The EEC model keeps feedback actionable and ensures that employees understand both the consequences of their actions and the adjustments they need to make for improvement.
The IDEA feedback model is one of our personal favorites. Why? Because it it brings a more collaborative approach to feedback. This feedback model eliminates one-sided discussions when it comes to feedback.
Unlike traditional feedback methods that focus solely on assessment, IDEA, which stands for Identify, Describe, Encourage, and Action, fosters a two-way conversation aimed at continuous development.
Each step in the IDEA model serves a specific purpose:
The IDEA feedback model is particularly well-suited for mentorship, leadership coaching, and situations where guiding improvement through discussion and coaching is the goal.
Example (Positive Feedback):
"I noticed that you took the lead in coordinating the team’s workload this week (Identify), and it really made a difference. Your proactive approach kept everything on track, ensured deadlines were met, and helped balance workloads so no one felt overwhelmed (Describe). That kind of leadership is incredibly valuable, and I’d love to see you continue taking initiative in team projects (Encourage). Have you thought about mentoring some of the junior team members? It could be a great way to share your skills and help them grow in their roles (Action)."
Example (Constructive Feedback):
"I noticed that your recent report had a few incomplete data points (Identify), which led to some confusion among stakeholders who rely on that information to make decisions (Describe). I know you put a lot of effort into these reports, and your analysis is always insightful (Encourage). What do you think might have contributed to the missing data? Would it help to set up a quick review process before submission? Making a habit of double-checking key figures could help ensure accuracy and strengthen the impact of your reports (Action)."
This model ensures that feedback is both supportive and actionable, fostering continuous improvement and development.
While nobody wants to view feedback conversations as a “Conflict”, feedback, when delivered effectively is a crucial conflict resolution method. Out of all the feedback models on this article, DECS is the best one for those difficult conversations.
It was developed by psychologists Sharon and Gordon Bower and was first introduced in their 1976 book, Asserting Yourself. It serves as a cornerstone of non-violent communication, aiming to help individuals express their needs confidently while respecting others.
For a more detailed analysis, read this excellent feedback best practices guide by Yale University.
The DESC framework follows these four steps:
As stated above, this model is especially effective in difficult workplace conversations that require tact and diplomacy.
Example (Constructive Feedback):
"In yesterday’s meeting, I noticed that you dismissed several of your colleague’s ideas without discussion (Describe). This made the conversation feel one-sided and may have discouraged team collaboration (Express). I’d appreciate it if, in future meetings, we take a moment to consider all perspectives before deciding (Specify). This will help foster a more inclusive team environment where everyone feels heard (Consequence)."
The feedback sandwich is one of the most commonly used feedback models in the world of work today.
It is a feedback structure that most of us almost instinctively default to when we are giving feedback in our day-to-day lives. The model is essentially about sandwiching your constructive feedback around two positive pieces of feedback.:
The feedback sandwich is often used to soften the impact of criticism, making it more likely to be received positively.
However, it’s important to ensure that the praise is genuine and not used just to cushion the negative feedback.
Example:
"Your recent presentation was well-organized and engaging, and your visuals were particularly effective in illustrating key points (Positive Feedback). However, some of the data slides contained outdated figures, which may have caused some confusion among the audience (Constructive Feedback). I know you always put great effort into your work, and with a quick fact-check before presenting, your next one will be even stronger (Encouragement)."
While this model can be effective in maintaining morale, it should be used carefully to ensure the constructive feedback is not diluted or overshadowed by positive elements.
The Pendleton Feedback Model is an interactive approach to giving feedback that puts both the employee and the manager in control of the conversation.
To use this model, the manager should first ensure that the employee is ready and willing to receive feedback. Then, the employee should be given the opportunity to provide comments or background on the observed behavior or situation.
Both the employee and the manager should take turns discussing what went well and what could be improved. Finally, they should work together to develop an action plan for improvement.
The Pendleton Feedback Model allows employees to take control of the feedback process by starting and guiding each section.
feedback model also helps employees feel heard and appreciated, which is a critical aspect that some other processes may overlook. The Pendleton Feedback Model is suitable for all types of feedback—positive or negative.
The importance of delivering feedback effectively can’t be stated enough. A piece of feedback that has the best of intentions can do more harm than good if not delivered correctly. Feedback models ensure that the feedback you are sharing in your organization is standardized, fair, and up to a certain standart.
No single feedback model fits every situation. The best approach depends on your company culture, leadership style, and the specific goals you want to achieve with feedback. Here’s how different models align with different needs:
The nature and culture of your team play a crucial role in selecting a feedback model.
Some teams may thrive with the inclusive, all-encompassing approach of 360-degree feedback, while others might prefer the directness of the SBI model or the reflective nature of the Pendleton model.
As opposed to the “How?”, focus on the “Why?”. Different feedback models suit various feedback purposes.
If the feedback is meant for developmental purposes, a model that encourages self-reflection and comprehensive input like the 360-degree or Pendleton models may be more suitable.
For performance-based feedback, a more structured model like CEDAR or SBI might be effective.
Now, it is time to focus on the “How?”. Consider the resources, time, and training required to implement each feedback model.
Some feedback models may require more preparation or a higher level of maturity and openness within the team to be effective.
There’s no one-size-fits-all approach to feedback, and what works for one team may not work for another.
Be prepared to trial an employee model and actually solicit feedback on the process, being ready to adapt or switch models based on your team’s experiences and preferences.
Speaking of feedback on the process itself…Involving your team in the selection process can provide valuable insights into their preferences and readiness for different types of feedback.
Not only will this result in quality insight but also help your team be more invested in the entire feedback process, regardless of the feedback model you’re using.
If you’re using Microsoft Teams to communicate with your Team, you can use a simple employee pulse survey tool like Teamflect to seek said input.
Before implementing a feedback model, it’s important to clearly define the goals and expectations of the process.
This means identifying what specific areas of improvement the feedback will focus on, as well as how the feedback will be used and by whom.
Having clear goals and expectations will ensure that the feedback process is aligned with the overall objectives of the organization and that everyone is on the same page. It also makes it easier for employees to understand how their feedback is going to be used and how it will help them.
Feedback models should involve all levels of the organization, from the top management to front-line employees.
This will ensure that the feedback is comprehensive and covers all aspects of the organization’s performance.
Additionally, involving employees at all levels will help to build trust and increase buy-in from employees. And who doesn’t love feeling heard and valued?
Providing training and support for employees on how to give and receive feedback is crucial for the success of the feedback model. Employees should be trained in how to provide constructive feedback, respond to feedback, and use it to improve their performance. This will help to ensure that the feedback process is productive and beneficial for everyone involved.
Encouraging open and honest communication is key to any feedback model. Employees should feel comfortable providing honest feedback without fear of retaliation.
Managers should also be open to receiving feedback and willing to make changes based on the feedback they receive.
This will foster a culture of trust, where employees feel heard and valued, leading to a more motivated and engaged workforce. And who doesn’t want to be part of a motivated and engaged workforce?
Feedback models are structured systems or frameworks that organizations use to collect and provide feedback to employees at different levels.
These models are designed to improve communication, collaboration, and overall performance within the team.
Feedback is essential for management as it enables managers to identify areas for improvement, track progress and make necessary adjustments, and to provide employees with the opportunity to learn and grow in their roles.
It also helps build trust and increase employee engagement, which leads to better employee retention and improves the organization’s overall performance.
To summarize, we’ve discussed the importance of feedback in management, the different types of feedback models available, and some best practices for implementing them.
Feedback is crucial for management as it enables managers to identify areas for improvement, track progress and make necessary adjustments, and to provide employees with the opportunity to learn and grow in their roles.
By implementing feedback models, organizations can improve communication, collaboration, and overall performance within the team. Remember, effective feedback is a two-way street, it’s not just about receiving feedback but also giving it.
Now that you’ve learned about the different types of feedback models and best practices for implementation, it’s time to act! Make sure to evaluate the feedback process regularly and adjust as needed.
By following these steps, you’ll be well on your way to creating a culture of continuous improvement within your organization. If you want to get the most out of your feedback process, consider implementing the best feedback software for Microsoft Teams, Teamflect!
An all-in-one performance management tool for Microsoft Teams
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