{"id":5156,"date":"2026-09-29T08:14:00","date_gmt":"2026-09-29T06:14:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=5156"},"modified":"2026-08-05T12:00:39","modified_gmt":"2026-08-05T10:00:39","slug":"feedback-chefer-ger-aldrig","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/feedback-chefer-ger-aldrig\/","title":{"rendered":"The feedback most managers never give \u2013 and why it costs more than they think."},"content":{"rendered":"
\n

There is a type of feedback that is harder than most managers admit. Not the kind you give to someone who is underperforming. Not the debrief after a failed project.<\/p>\n\n\n\n

Den sv\u00e5raste feedbacken \u00e4r den som ges till n\u00e5gon som presterar bra \u2013 men som har ett beteende<\/a> som p\u00e5 sikt kommer att begr\u00e4nsa dem. Eller teamet. Eller b\u00e5da.<\/p>\n\n\n\n

That feedback gets postponed. Often for months. Sometimes for years.<\/p>\n\n\n\n

Why we wait<\/strong><\/p>\n\n\n\n

It does not feel urgent. The person is delivering. The relationship is working. And there is always something more pressing on the agenda.<\/p>\n\n\n\n

But what goes unsaid does not disappear into a vacuum \u2013 it accumulates in the person who should have heard it. And when it finally surfaces, often during a salary review or a reorganization, it is too late to be constructive.<\/p>\n\n\n\n

What good feedback actually is<\/strong><\/p>\n\n\n\n

It is not a verdict. It is information \u2013 given at the right time, with the right intent, and specific enough for the person to actually act on it.<\/p>\n\n\n\n

Psychologist John Gottman showed through his research on marriage that a relationship needs roughly five positive interactions for each negative one to function well \u2013 what became known as the 5:1 ratio. Losada and Heaphy applied the same principle to the workplace in 2004, studying 60 leadership teams. The findings pointed in the same direction: the highest-performing teams averaged 5.6 positive comments for every negative one, while the lowest-performing teams showed almost the reverse \u2013 close to three negative comments for every positive.<\/p>\n\n\n\n

Den praktiska konsekvensen: f\u00f6r lite positiv \u00e5terkoppling<\/a> och den korrigerande fastnar som kritik, inte som st\u00f6d.<\/p>\n\n\n\n

A question worth sitting with<\/strong><\/p>\n\n\n\n

Finns det n\u00e5gon i ditt team<\/a> som f\u00f6rtj\u00e4nar ett samtal som du \u00e4nnu inte har haft?<\/p>\n\n\n\n

Not because something has gone wrong. But because they deserve to know what you see \u2013 and what they can do with it.<\/p>\n\n\n\n

If you have thoughts or questions \u2013 or simply want to talk something through \u2013 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Right person. Right place. Everything changes.<\/em><\/p>\n\n\n\n

<\/p>\n\n\n\n

Sources:<\/em>
Gottman, J. M. (1999). The Marriage Clinic. W. W. Norton & Company.<\/em>
Losada, M. & Heaphy, E. (2004). The Role of Positivity and Connectivity in the Performance of Business Teams. American Behavioral Scientist, 47(6), 740\u2013765.<\/em>
Psychology Today \u2013 The Gottman Ratio for Happy Relationships at Work (2022)
psychologytoday.com\/us\/blog\/curating-your-life\/202206\/the-gottman-ratio-happy-relationships-work<\/em><\/p>\n<\/div>\n\n\n\n

<\/p>","protected":false},"excerpt":{"rendered":"

The hardest feedback isn't the kind you give to someone who's failing. It's the kind you give to someone who's succeeding \u2013 but who needs to hear something important.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[15],"tags":[],"class_list":["post-5156","post","type-post","status-publish","format-standard","hentry","category-ledarskap"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5156","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=5156"}],"version-history":[{"count":4,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5156\/revisions"}],"predecessor-version":[{"id":5271,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5156\/revisions\/5271"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=5156"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=5156"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=5156"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}