The Ultimate Guide for Feedback Framework: Methodologies, Methods, Models, and Techniques

Feedback is vital to enhancing performance management, improving communication, and retaining top talent in your company. As reported by Gallup, continuous feedback cuts employee turnover by 14.9%. The same statistics show that regular feedback is valued by 96% of employees, and 65% of them want more feedback.

Although everyone acknowledges the benefits of feedback, most companies still don't implement it effectively. Feedback is a comprehensive system built on principles that ensure clarity, actionability, and frequency when done correctly. 

This blog post covers feedback frameworks and their core elements: methodologies, methods, models, and techniques. Buckle up—it's going to be a comprehensive article with a lot of theory, but we promise that in the end, you'll be able to build and integrate a feedback framework tailored to your organization's needs. Enjoy your reading!

How to build a feedback framework

A feedback framework is a structured process that connects theoretical principles (methodologies) with actionable processes (methods, models, and techniques). At its core, a feedback framework consists of four interconnected layers:

• Methodologies → The conceptual foundation that defines the philosophy of feedback (e.g., developmental feedback, continuous feedback).
• Methods → The processes used to implement the methodology in practice (e.g., 360-degree reviews, formal feedback sessions).
• Models → The structured tools that guide how feedback is delivered (e.g., SBI, STAR, DESC).
• Techniques → The tactical strategies that enhance feedback effectiveness (e.g., active listening, sandwich technique).

Core principles of effective feedback

A well-designed framework ensures clear and actionable feedback, contributing to individual and business growth. The following principles guide a successful feedback framework:

1. Clarity: Feedback must be specific, actionable, and easy to understand;
2. Actionability: Feedback should provide a roadmap for improvement;
3. Frequency: Feedback should be given regularly and timely to foster growth and prevent bottlenecks.

👉 Continue Reading: Why Is Feedback Important in the Communication Process

Feedback methodologies: the guiding philosophies

Now that you have an idea of a feedback framework let's explain each of its elements, starting with feedback methodologies.

Feedback methodologies are the basis of feedback frameworks. They answer why we give feedback and guide how to align it with company culture and objectives.

Here are the top five feedback methodologies:

1. Developmental feedback

✅ Best for building new skills and professional development.
🔍 Used in coaching sessions, mentorship programs, and leadership development.

Developmental feedback focuses on the progress someone has made over time instead of an immediate evaluation. It helps people acquire new skills, improve behaviors, and expand their capabilities. 

2. Behavioral feedback

✅ Best for observable actions and their impact.

🔍 Used to address specific behaviors, improve workplace interactions, and correct missteps.

Behavioral feedback is a methodology that concentrates on actions rather than personal traits, making it more objective and actionable than others. It is often delivered using the SBI (Situation-Behavior-Impact) model, which we'll describe later in the article.

3. Continuous feedback

✅ Best for giving real-time insights and empowering people to share their perspectives.
🔍 Used in agile environments and fast-paced teams where timely feedback is crucial.

Unlike traditional feedback that is given in annual performance review cycles, continuous feedback is dynamic and ongoing. It fosters a culture where feedback is part of everyday interactions rather than a once-a-year discussion. 

4. Peer-based feedback

✅ Best for insights from colleagues rather than only from managers.
🔍 Used in 360-degree feedback systems, cross-functional collaboration, and team-building efforts.

Peer-based feedback encourages collaboration and knowledge-sharing. Since peers work closely with each other, they can often share insights or perspectives that managers might miss. However, for this to be effective, psychological safety must be installed—people should feel comfortable giving and receiving honest feedback without fear of judgment.

5. Evaluative feedback

✅ Best for measuring performance against benchmarks and expectations.
🔍 Used in annual performance reviews, KPI-based evaluations, and compensation decisions.

Evaluative feedback is a more rigid and traditional approach to giving feedback. It assesses whether performance meets expectations, is often tied to company goals or industry benchmarks, and is linked to compensation decisions. 

Feedback methods

Once a feedback methodology is established, it cascades into feedback methods—the structured processes that bring the methodology to life and focus on how feedback is delivered.

Here are the top five feedback methods:

1. 360-degree feedback

This comprehensive evaluation method collects feedback from multiple sources—peers, mentees, managers, and sometimes even clients—to provide a well-rounded view of an individual's performance. The 360-degree feedback method always includes a self-evaluation as part of the process.

🔹 Best for: Leadership development, self-awareness, team cohesion, and empowerment.

2. Formal feedback sessions

These are scheduled, structured feedback sessions that clearly evaluate an individual's performance and goal alignment. They can be annual performance reviews, quarterly check-ins, or milestone-based assessments.

🔹 Best for: Tracking long-term performance, career progression, and formal evaluations.

3. Informal feedback

This feedback method is spontaneous and provided in real-time to address immediate behaviors, actions, or improvements.

🔹 Best for: Agile teams, real-time learning, reinforcing positive behaviors.

4. Feedback surveys

These employee surveys collect individual, team, or customer input to boost engagement, leadership effectiveness, and workplace culture. They are often anonymous.

🔹 Best for: Gaining organizational insights, collecting anonymous feedback, and large-scale employee engagement.

5. Performance coaching

This is ongoing, personalized feedback that focuses on individual development and is often guided by a mentor, manager, or executive coach.

🔹 Best for: Personal development, leadership training, and high-potential team members.

Feedback models

After implementing the feedback method that best suits your organization, you should choose a feedback model to organize and deliver feedback effectively.

Here are the top five feedback models:

1. SBI (Situation-Behavior-Impact)

This is a straightforward, three-step feedback model for delivering clear, direct, and unbiased input while avoiding personal judgment. The SBI model helps separate facts from opinions and is frequently used in performance reviews and leadership development actions. 

How it works:

• Situation – Clearly describe the situation and be specific;
• Behavior – Describe the observable behavior without interpretation;
• Impact – Explain the effect of the behavior on the team, project, or organization.

2. STAR (Situation-Task-Action-Result)

This model connects feedback to specific tasks and outcomes. It is especially useful for performance evaluations, giving recognition, and coaching sessions where connecting contributions to results encourages motivation and learning. Performance review software often uses this model.

How it works:

• Situation – Describe the event as objectively as possible;
• Task – Describe the responsibility/task involved;
• Action – Explain what the person did or didn’t do to address the task;
• Result – Talk about the outcome and its impact.

3. DESC (Describe-Express-Specify-Consequences)

This feedback model is designed to handle difficult conversations and resolve conflicts professionally. It is particularly useful when addressing performance issues and setting behavioral expectations without causing resentment.

How it works:

• Describe – Describe the issue or behavior as objectively as possible;
• Express – Talk about how it affects you or the team;
• Specify – Give suggestions on what could change or improve;
• Consequences – Discuss the impact of making (or not making) the change.

4. SKS (Stop-Keep-Start) Model

This structured and constructive feedback model helps teammates go forward by reflecting on what should change, what's working, and what should be added. It is often used in team retrospectives, personal development actions, and performance improvement discussions. 

How it works:

• Stop – Identify behaviors or actions that should stop because they are ineffective, counterproductive, or hurtful;
• Keep – Recognize positive behaviors that should be continued;
• Start – Suggest new actions or improvements to encourage growth.

5. CEDAR (Context-Examples-Diagnosis-Actions-Review) Model

This is a coaching-based feedback model that promotes reflective discussions and problem-solving. It is also a collaborative approach, meaning that the conversation happens in two directions.

How it works:

• Context – Clearly define the situation;
• Examples – Provide specific examples to illustrate the behavior;
• Diagnosis – Discuss the reasons behind the behavior;
• Actions – Identify improvement steps;
• Review – Follow up and track progress.

Feedback techniques

Now that we've covered the theory, let's get down to the practical part. Feedback techniques are the last element of the funnel meant to ensure input is delivered effectively.

Here are the top five feedback techniques:

1. Active listening

This feedback technique encourages trust and makes the receiver feel heard, valued, and understood.

Tips for practicing active listening:

• Maintain eye contact to show you are present and involved;
• Use reflective listening (e.g., "So what you're saying is...") to confirm you understand the message;
• Ask clarifying questions instead of assuming;
• Don’t interrupt, and let the speaker finish what they’re saying.

🔹 Best for: One-on-one meetings, conflict resolution, and coaching.

2. Sandwich technique

The sandwich technique is one of the oldest and most used feedback techniques. It aims to make constructive feedback easier to digest by communicating it between two positive remarks.

Tips for using the sandwich technique:

• Step 1: Start with positive feedback (highlight the strengths);
• Step 2: Present constructive feedback (discuss areas for improvement);
• Step 3: End with encouragement (reinforce confidence and potential).

🔹 Best for: Delivering constructive criticism in a positive, motivating way, mostly used in performance reviews.

3. Open-ended questions

This feedback technique encourages dialogue, self-reflection, and critical thinking. For example, instead of saying, “You should work on your communication skills,” ask, "What do you think you could improve regarding your presentation skills?"

Tips for using open-ended questions:

• Ask why, how, and what questions instead of yes/no questions;
• Give the receiver space to reflect and engage in the discussion;
• Encourage self-assessment and taking ownership.

🔹 Best for: Coaching, leadership development, peer feedback, and problem-solving discussions.

4. Feedforward

This forward-looking feedback technique focuses on future improvements rather than dwelling on past mistakes.

Tips for using feedforward feedback:

• Instead of criticizing past actions, provide suggestions for development;
• Use positive reinforcement to encourage growth;
• Keep feedback solution-oriented rather than blame-focused.

🔹 Best for: Leadership development, mentoring, and performance improvement discussions.

5. Mirroring technique

The mirroring technique is rooted in psychology and is meant to help the receiver become more self-aware of their own actions by mirroring their own words or behaviors back to them.

Tips for practicing the mirroring technique:

• Paraphrase or repeat key statements from the receiver;
• Encourage self-recognition of patterns or behaviors without criticism;
• Clarify misunderstandings and ensure everyone is aligned.

🔹 Best for: Coaching sessions, conflict resolution, and encouraging self-awareness in feedback discussions.

Practical examples across the feedback framework

Now that we’ve gone through all the elements that make up a comprehensive feedback framework, it’s essential to understand how they work together in real scenarios. Below are two practical examples that portray how a feedback framework can be applied in organizations:

Example 1: addressing poor behavior

Scenario: A team member frequently misses deadlines, which affects the entire team's performance, project timelines, and client trust.

Feedback framework breakdown:

1. Use the behavioral feedback methodology which focuses on observable actions and their impact;
2. Implement it with the help of 360-degree feedback to collect input from multiple sources for a comprehensive performance overview;
3. Apply the SBI feedback model to ensure objectivity and actionability;
4. Use the sandwich technique to deliver feedback in a manner that softens constructive criticism during the performance review;

How to deliver constructive feedback:

Step 1 – Positive reinforcement:
"I appreciate the effort you put into resolving your tasks. For example, your tickets are well documented and contain all the details."

Step 2 – Constructive feedback:
"However, I'm concerned that lately more and more tasks are piling up (situation), and we are starting to have an impact on deadlines (behavior), which causes workflow disruptions for the entire team (impact). We need to find a way to ensure timely submissions."

Step 3 – Encouragement:
"I know you're committed to doing great work, and I'm confident you'll improve your time management skills. Let's discuss what the issue is. You may have chosen to get involved in more activities internally or simply have a low-energy period. Either way, finding out the cause and communicating openly is important. I am happy to help you with this if you need it.”

Example 2: recognizing excellence

Scenario: A top-performing team member exceeds expectations by constantly being on top of their work.

Feedback framework breakdown:

1. Use the developmental feedback methodology to encourage the desired behavior;
2. Implement it with the help of the informal recognition method to acknowledge the person’s outstanding results;
3. Apply the STAR feedback model to deliver positive feedback through the power of storytelling;
4. Use the open-ended question technique to focus on future development;

How to deliver positive feedback:

"During the recent client project, we needed an out-of-the-box engagement strategy. You took the lead, ensuring the proposal aligned with the client’s goals while putting fresh ideas on the table. Your creative approach resulted in a 20% engagement boost, and the client extended our contract by six months. I’d love to see you lead a session to share your approach with the team. Also, let’s explore giving you more ownership in future high-impact projects—how do you feel about stepping into a bigger leadership role in strategy development?"

👉 Continue Reading: How to Give Feedback to Colleagues: Examples, Tips, and Tricks

How to tie it all together with feedback software

Although feedback can be delivered the old-fashioned way, using physical documents or word of mouth, it is extremely time-consuming.

The most effective way to implement these models and techniques is through feedback software like Mirro. This software helps organizations incorporate feedback into their culture and encourages everyone to share their perspectives.

Companies can choose between multiple feedback forms based on the discussed models (Strengths and improvement areas, Quick perspective, Situation—behavior—impact, and Start—stop—continue) or even build their own feedback form to accommodate their specific needs.

Our 360 performance feedback system encourages giving and receiving feedback instantly to promote timely communication and address issues promptly. It's a valuable tool supporting people's growth and nourishing companies' feedback cultures.

Mirro's feedback software

Integrate a feedback framework into your company 

Hopefully, this article provided you with all the theoretical information you need to understand a feedback framework's core elements, as well as tips and practical examples to show how it applies to real-life situations.

Remember that the feedback framework should be flexible and adaptable, no matter your methodology, method, model, or technique. Ultimately, its purpose is to enhance performance and improve communication in your company, so keep that in mind as you build on your framework.