The basic tier made it clear that feedback isn’t about stroking egos or breaking spirits, it’s about creating real progress. But to truly transform your team and unlock their best work, you need to go way beyond the surface. The Pro tier will arm you with proven strategies, battle-tested frameworks, and the psychological tactics that only the best leaders and sales coaches use to build teams that get stronger with every bit of feedback.
Start with mindset. If you go into feedback sessions thinking it’s “criticism”, you’re already fucked. The real goal is to create a culture where feedback means growth, not punishment. Set that tone every single time you talk. “My job isn’t to judge, it’s to help you become unstoppable. Here’s how we get there together.” When people know the goal is to help, not humiliate, they actually listen, instead of just nodding and tuning out.
Now, let’s talk frequency and timing. Don’t wait for monthly reviews or only speak up when someone screws up. You want a constant, open loop of micro-feedback. Quick, regular check-ins keep problems from growing into disasters. If someone nails something, recognize it instantly. If they mess up, be real with them before it becomes a habit. The longer you wait, the less impact your words have.
Specificity is everything. “Good job” is worthless. So is “That was terrible.” Break shit down. Instead of “Your pitch was weak,” say, “You lost energy halfway through the pitch, next time, try pausing to reset before you go into the close.” Give them something they can actually use, not just something that makes you sound smart.
Sandwich feedback works, but only if you’re not being fake. Start with what’s strong, drop the real talk where they need to improve, and wrap up with a vote of confidence. “I loved how you handled the first objection, shows you’re really listening. The close got a little rushed, though. Next time, let’s try slowing it down and asking a follow-up question. You’ve got the skill, it’s just about dialing in the timing.” This balances honesty with belief, and nobody walks away feeling like total shit.
Tie everything to impact. Mediocre leaders give feedback to avoid problems. Elite ones show how feedback connects to the team’s goals, the customer’s experience, and the individual’s growth. “When you follow up the way we practiced, you’re not just closing more, you’re helping clients get what they really need. That’s how we win bigger and you earn more.” This makes feedback feel meaningful, instead of another corporate task.
Go deeper with context. Before you give feedback, ask questions. “How did you think that call went?” or “What was your strategy there?” Let your team self-assess first. Not only does this show respect, but it reveals blind spots—theirs and yours. Sometimes, someone knows they screwed up and is already working to fix it. Other times, they think they crushed it and have no idea what needs to change. Meet them where they are, not just where you want them to be.
Stay human. Delivery matters. Body language, tone, and timing can make or break your message. Never drop heavy feedback in public or when someone is in a bad headspace. Have the hard talks 1:1, preferably face-to-face or on a call, not in a group chat. Lead with empathy, not ego.
Set clear action steps. Vague feedback leaves people confused. Spell out the next move: “On your next call, pause after your intro and wait for a response before pushing forward.” Even better, practice it with them. Role play the new approach, so they feel what “better” looks like, not just what “bad” felt like.
Follow up. Hold people accountable, but never let them feel like you’re waiting for them to fail. Circle back and check in. “How did your last pitch go? Did you try that new approach?” Celebrate improvements, no matter how small. Progress, even if it’s ugly at first, needs to be seen for it to stick.
Don’t just focus on the underperformers. High achievers need feedback too, or they stagnate. Challenge them, push their limits, and help them set new records. “That was a killer week, what can we dial up to go even harder?” Make it clear that growth is for everyone, not just those struggling to keep up.
Make feedback a two-way street. Ask for it yourself. “What can I do better as a coach?” “What did you need from me that you didn’t get?” When your team sees you’re coachable, they drop their guard and get way more open to your advice.
Document feedback, but don’t make it a bureaucratic nightmare. Keep simple notes so you can track patterns, see improvement, and spot when someone’s stuck. Use this data for real conversations, not just performance reviews.
Use positive peer pressure. Share stories of improvement across the team, never in a “call out” way. “Jess tried this new approach and saw her close rate double. Anyone else want to give it a shot?” People are way more inspired by what their peers can achieve than by corporate mandates or manager lectures.
If you manage a remote or hybrid team, double down on clarity. Written feedback needs to be extra sharp, less sarcasm, more detail, and always an open invite for follow-up questions. Don’t assume they “get it” just because you sent a Slack message. Get on a call if something isn’t landing.
Here’s an advanced move: use live call shadowing or instant replays. Run game tape like a sports coach. Review recordings together, pause at key moments, and talk it through. “Watch this point, what could we have done differently?” This takes feedback from abstract to concrete, and your team learns faster when they see and hear it in real-time.
Finally, always connect feedback to growth and opportunity. Remind people that every tough talk is about investing in them, not just avoiding mistakes. Make it clear you believe in their ability to level up. When people feel seen, challenged, and supported, they bring their best every time.
Stay with Pro and get feedback scripts, live coaching frameworks, sample scorecards, and deep dives into handling the toughest personality types and conversations. This is how you stop fearing feedback, start loving it, and use every conversation to create a team that wins, and keeps winning, for the long haul.
