How to Give Feedback Without Micromanaging: Leadership Lessons for Construction Managers
In construction, feedback isn’t optional—it’s mission-critical. But giving feedback without crushing morale, micromanaging, or causing tension? That’s the real skill. In this episode of Construction Trailblazers, Samantha C. Prestidge breaks down how construction leaders can provide clear, effective feedback without becoming the dreaded boss who either hovers or avoids conflict. If you’re looking to improve team communication, project efficiency, and leadership accountability, these insights are for you.
Key Takeaways:
You can’t give great feedback without knowing your expectations first.
Effective feedback focuses on the issue, not the person.
Context matters—explain why the mistake impacts the team or project.
Use a proven framework like SBI (Situation, Behavior, Impact) + R (Recommendation).
Feedback should be a two-way conversation—not a monologue.
1. You Can't Give Great Feedback Without Clear Expectations
Let’s be blunt: if you don’t know what success looks like, your team won’t either. One of the biggest mistakes construction leaders make is jumping into feedback without having clarified their expectations upfront. Before you say, “This didn’t meet the mark,” ask yourself: Have I ever communicated what the mark was?
Whether it’s a safety protocol, customer interaction, or project milestone, your feedback needs a foundation. That starts with crystal-clear expectations, roles, and accountability. If you’re not using a tool like a RACI chart (Responsible, Accountable, Consulted, Informed), now’s the time to start.
Pro Tip: You can’t coach what you haven’t defined.
2. Focus on the Behavior, Not the Person
There’s a difference between saying “You’re careless” and “This task needed more attention to detail.” One damages trust; the other opens the door to improvement. Samantha shares how she even uses this principle when giving feedback to her mom—who also happens to be her operations manager.
Constructive feedback isn’t about assigning blame—it’s about targeting behaviors that can be changed. When your team trusts that you’re not attacking their character, they’ll be more likely to actually hear you and apply the feedback.
3. Give Context—Mistakes Don’t Exist in a Vacuum
A missed step on-site or a miscommunication with a client isn’t just a one-off—it ripples. Great leaders help their team understand the why behind the feedback.
Instead of just saying, “You can’t talk to a client like that,” walk them through the impact. Maybe it cost the team time and money to recover, or maybe a poor interaction hurt your company’s reputation. This context helps the person receiving feedback connect the dots—and take ownership moving forward.
Example from the episode: Samantha shares a real moment where her mom’s naturally direct communication style didn’t land well with a client. The fix? Feedback that was respectful, specific, and rooted in what success should look like.
4. Use the SBIR Framework (Situation, Behavior, Impact, Recommendation)
If you want your feedback to land—and lead to real change—you need a structure. Enter: the SBIR model.
Situation: When and where did the issue occur?
Behavior: What specifically happened?
Impact: What were the consequences?
Recommendation: What should happen differently next time?
This simple yet powerful framework keeps feedback focused, fair, and actionable. It also helps avoid emotionally charged or vague critiques that leave your team confused or defensive.
Bonus: SBIR isn’t just for negative feedback—it works just as well for praise, helping reinforce the behaviors you want more of.
5. Make It a Two-Way Conversation
Feedback isn’t a monologue—it’s a conversation. The goal isn’t to dump disappointment on someone’s lap. It’s to understand why something went wrong, talk about how to fix it, and walk away with shared clarity.
Ask questions:
“What do you think happened here?”
“How would you handle this next time?”
“Do you feel confident you know what’s expected now?”
Inviting your team member to reflect, respond, and ask questions creates buy-in. It also gives you, the leader, insight into gaps in training, tools, or communication that might be at play.
If you’re a construction leader who’s tired of miscommunication, dropped balls, or feeling like you have to babysit every detail—it’s time to level up your feedback game. Clear, respectful, and effective feedback is one of the most underrated tools in your leadership toolbox.
🎧 Listen to the full episode of Construction Trailblazers for even more practical strategies and stories from the field.
📬 Got your own leadership story or question? Email Samantha at hello@constructiontrailblazers.com or connect with her on LinkedIn.
Let’s stop tiptoeing around tough conversations—and start using feedback to build stronger teams, smarter operations, and more efficient projects.