10 Proven Feedback Models to Improve Workplace Communication

Giving and receiving feedback is important in any role, but delivering feedback effectively requires a clear strategy. That’s why many teams share constructive criticisms using premade feedback models — simple frameworks for sharing positive and negative notes with employees.

Whether you’re recognizing great work or addressing areas for improvement, a feedback model helps you clearly communicate your point, keep the conversation respectful, and ensure everyone’s aligned on the next steps.

Keep reading to explore why feedback models matter and discover 10 methods you can use to make criticisms more natural and productive.

The Importance of Using Models for Feedback

Feedback models are predictable structures that clarify messaging, leaving less room for misunderstandings. They help managers and team members communicate more effectively. You can use them to praise a job well done or tackle a tough conversation.

In addition, feedback models keep conversations focused on solutions rather than blame or criticism. Leaders can share praise or discuss challenges in a way that feels fair and balanced, even when the subject matter is difficult. This consistency creates a culture where employees feel safe to learn from mistakes and celebrate successes. 

Over time, constructive feedback helps strengthen teamwork and build trust within the organization.

If you’d like support putting feedback models into practice, an Athena Assistant can help. With a dedicated assistant, you’ll have someone to keep feedback processes organized and follow up on action items — helping turn insights into real improvements for your team.

10 Proven Models for Giving Feedback

These 10 feedback models make your conversations more engaging and valuable for everyone involved. Each model takes a slightly different approach, so you can choose which best fits your style, team, and situation.

1. Situation-Behavior-Impact (SBI) Feedback Model

The SBI feedback model keeps comments specific and fact based. Here’s how to use it: 

• Situation: Describe what happened.
• Behavior: Explain how the employee responded in the moment.
• Impact: Point out how that response affected team members and deliverables.

This approach avoids generalizations and clearly pinpoints behaviors to keep and improve. Because the SBI model is so straightforward, it works well for a number of workplace situations, including real-time feedback, conflict-resolution chats, and peer-to-peer discussions.

2. Situation, Task, Action, Result (STAR) Feedback Model

The STAR feedback model is a four-step process that turns observations into action. Here’s a closer look at how it works:

• Situation: Begin by describing when and where the behavior occurred. 
• Task: Discuss the task the employee was supposed to handle.
• Action: Go over everything the employee did to complete the task. Keep the focus on their behavior and decision-making, not their personality traits.
• Result: Share the outcome of the employee’s actions, including the impact their behavior had on the project, team, or organization.

Leaders often use the STAR model during performance reviews to highlight accomplishments or coaching sessions to explore an employee’s actions on a deeper level.

3. Stop-Keep-Start (SKS) Feedback Model

When learning how to give feedback to employees, consider the SKS model. This simple but powerful framework shares what the employee should stop doing, keep doing, and start doing:

• Stop: Specify actions or behaviors the employee should stop doing because they aren’t productive or may be holding back their growth.
• Keep: Acknowledge what’s working well and should be continued. This reinforces strengths and motivates employees to maintain good habits.
• Start: Suggest new behaviors the employee could adopt to improve performance or contribute more effectively to the team.

SKS encourages open dialogue and gives actionable next steps without overwhelming the employee with too much information at once. This model is great for department check-ins, one-on-one meetings, and performance reviews.

4. Context, Examples, Diagnosis, Actions, Review (CEDAR) Feedback Model

The CEDAR model turns feedback into two-way communication, where managers and employees work through challenges and grow side by side. Workers add their input at the Diagnosis and Action stages, allowing them to take ownership of solutions. 

Each stage of the CEDAR method keeps the discussion professional and actionable:

• Context: Explain when and where the behavior happened and why the context matters.
• Examples: Share examples of the employee’s behavior or performance that need attention, keeping it factual and objective.
• Diagnosis: Ask the employee to explore the reasons behind what happened. Identify the behavior’s underlying causes and contributing factors.
• Actions: Have the worker plan their next steps to build on strengths or fix problems.
• Review: Schedule a follow-up meeting to check progress and track improvements.

This collaborative model encourages employees to participate by sharing their perspectives and helping shape the next steps. CEDAR is effective for coaching sessions and performance evaluations because it combines feedback with practical solutions and follow-up.

5. Balanced, Observed, Objective, Specific, Timely (BOOST) Feedback Model

The BOOST feedback model is a roadmap to meaningful conversations, helping team members recognize where they excel and where there’s room to grow. These are the five key principles that make up the BOOST model:

• Balanced: Offer positive feedback and ways to improve to create a balanced, well-rounded perspective.
• Observed: Base your feedback on what you’ve actually seen or heard to avoid negative assumptions and hearsay.
• Objective: Focus on facts instead of personal opinions or judgments.
• Specific: Provide detailed examples to make your feedback clear and actionable.
• Timely: Share comments as close to the event as possible so they’re still relevant.
  

Because the BOOST acronym is easy to remember and follow, it’s a go-to framework for busy teams. For instance, a manager might use this model during a quick check-in to praise an employee’s client email and suggest replying to questions a bit faster next time.

6. The Pendleton Feedback Model

The Pendleton feedback model promotes a two-way dialogue rather than a one-sided critique. It begins by asking the team members to self-assess a situation, and then the manager adds their observations or insights. Together, they discuss what workers can do differently and how. 

This collaborative type of feedback makes the conversation feel more supportive and less top-down. Leaders often use the Pendleton model for mentoring and coaching sessions because this framework helps employees take ownership of their growth by encouraging self-reflection. 

7. The Lara Hogan Feedback Equation

The Lara Hogan equation turns negative feedback moments into productive conversations. It breaks down feedback into three parts: What you observed, the impact of that behavior, and a request or question to invite dialogue.

First, you state a factual observation about a team member’s behavior. Then, you explain the action’s impact on you or the team, focusing on what matters most to the employee. Finally, you either ask a question to encourage reflection or request a change. 

This model is a great way to give feedback gently and get buy-in from the start because it focuses on facts instead of judgments and shares the real effects on the team. As a result, employees are more likely to remain open to feedback (and less likely to react defensively).

8. The 360-degree Feedback Model

The 360-degree model involves gathering feedback about staff members from multiple sources. Rather than relying on input from just one person — like a direct manager — this method collects insights from peers, direct reports, and sometimes even clients. This means employees receive anonymous feedback from people they work with at different levels and roles.

Leaders compile all the comments into a clear summary highlighting strengths and areas for improvement. The employee and their manager (or coach) review the results, discuss key themes, and set growth goals.

The 360-degree model provides a fuller picture of performance so employees can see how their work impacts others across the organization. Many companies use 360s annually to guide promotions and training plans.

9. The Sandwich Feedback Model

The sandwich model balances constructive feedback and encouragement. It’s called a “sandwich” because it layers criticism between two pieces of praise. You start with a positive comment, share what needs to change, and close with another supportive remark.

While some teams find the sandwich method predictable, sincerely using it can ease tough feedback and keep morale high. That said, it’s best for minor issues, as softening the message can downplay the seriousness of major concerns.

10. Identify, Describe, Express, Ask (IDEA) Feedback Model

The IDEA feedback model invites open dialogue and collaboration instead of delivering instructions or delegating action items. 

For example, you might implement the IDEA model during a team project if a colleague isn’t pulling their weight. Identify the issue by pointing out the employees' missed deadlines, describing the specific instances you’ve observed, and expressing how these delays affect the team’s progress. Then, ask for their input on managing timelines in the future.

The IDEA method keeps the conversation solution-focused and promotes a balanced exchange for everyone involved.

Get Started With an Athena Assistant

Athena Assistants are highly skilled in facilitating workplace communication, which makes them invaluable assets when using feedback models.

An assistant can help you prepare thoughtful comments, schedule regular check-ins, and track follow-up actions so feedback doesn’t get lost in the shuffle. By handling the details, Athena Assistants free you up to share timely and motivating insights.

Whether you prefer SBI, STAR, or any other feedback model, an Athena Assistant ensures these frameworks become part of your team’s everyday habits. With an assistant supporting the process, feedback jumpstarts accountability and growth. Get started with an Athena Assistant today.