How to Give & Receive Feedback Every Week
One of the most underrated habits in a career is asking for and giving feedback consistently. The best people I’ve worked with and the best managers treat feedback as something normal, not something reserved for performance reviews or big moments.
In fact, I like to think that every week we should be getting feedback in some form. It keeps us learning, humble and aware of our own strengths and weaknesses.
Here’s a simple framework I picked up from a manager during my time at LinkedIn. I’ve used it ever since, with teams, clients and in coaching conversations. You can use it after almost any meaningful interaction or meeting. I also love it when people use it on me - so if you have feedback for my website, or for a coaching session, let’s try it!
The 2×2 Feedback Framework
It takes less than a minute and removes all the awkwardness. After any meeting, project, presentation or decision:
Step 1: Ask the person: “What do you think you did well here?”
This is a great starter. It helps people reflect, own their strengths and build self-awareness. Often people deliver big, impactful sessions for customers or internally and then leave and move onto the next thing. Why? You’ve just spent 3 weeks preparing for the biggest sales pitch of your life, or a 100 slide quarterly business review, and then you want to go back to writing emails?! Take the time to reflect. To process. Then move on.
Step 2: You tell them: “Here’s one thing you did well.”
Keep it specific and behavioural. The reason why you choose just one is because otherwise you mix what is actually important with some fluff. Some good examples:
“You structured your argument clearly.”
“You stayed calm when the client pushed back.”
“You asked great questions.”
“You made sure to land the key message you had said you wanted to before the meeting."
Step 3: Ask: “What do you think you could have done more of?”
Not “what went wrong.”
Not “what didn’t work.”
Just:
“What could you have done more of?”
This is to keep it constructive! And it works for meetings that went badly, and for meetings where you knocked it out of the park. Even in the best situation, you may have missed a few opportunities. In the worst, you could do more to be ready for them, and this question helps with both.
Step 4: You tell them: “Here’s one thing you could have done more of.”
One thing = simple, memorable, actionable. Same as above.
Examples:
“More examples would have strengthened your point.”
“You could have slowed down your delivery.”
“More eye contact would have helped.”
Why this works
This 2×2 approach works because it:
increases self-reflection
builds confidence and skill
prevents overwhelm
keeps feedback small, frequent and practical
helps managers coach more consistently
is safe for both sides (no surprises)
You can use it:
after client calls
after team meetings
after presentations
after interviews
as a weekly self-reflection
in coaching sessions
in mentoring relationships
It scales up or down depending on the situation.
Ready? Try it this week
Pick one meeting or moment, even something small, and try this 2×2:
What do you think you did well?
Here’s one thing you did well.
What could you have done more of?
Here’s one thing you could have done more of.
Small, consistent feedback builds incredible momentum over time.
Download the worksheet
If you’d prefer a printable version you can use with your team, I’ve created a one-page worksheet.
👉 Download the Feedback 2×2 Worksheet
Want more tools like this?
I share one new leadership or career resource every month.
Subscribe if you’d like the next one straight to your inbox.
