Last updated July 8, 2024

Feedback is such a vital thing in the workplace for helping employees to be effective and grow in any team. Indeed, to be effective as a manager or team leader, understanding how to give feedback in a constructive, positive and right way is essential.

The good news is that giving feedback the right way is a skill that can be learned and providing training on giving feedback (Feedback training materials) is one way to begin to achieve this.

Feedback activities examples for employee training

Why Feedback Training Matters

Good feedback can transform a workplace.

Feedback gives employees a way to develop because, with the right guidance, they can build on their strengths and areas for improvement. In other words, when feedback is given in the right way, it helps build a culture of continuous learning and development.

There are difficulties with giving feedback to employees though. Given the wrong way, feedback can create bad feeling and be seen as criticism and have the opposite effect of what you might have hoped to achieve.

When feedback is given in a constructive manner, it helps this cycle of continual learning.

10 Feedback Activities Examples

If you are looking for free feedback activities examples that you can use online and in a classroom, for providing manager or employee training and workshops, here are 10 feedback exercises and activities that you can use.

1. Feedback Bingo

Feedback bingo

Number of People: 10 or more people who work together.

Time Needed: 20 minutes.

Intention: This is a fun and engaging activity that also works well as an icebreaker at the start of a session.

How to Run the Activity: As the training facilitator, you will need to pre-prepare some sheets of paper with the bingo cards on them. Instead of numbers on the bingo sheets though, you will print different types of feedback statements.

If you struggle to think of feedback statements to add, here is a Free 30 Feedback Bingo Statements Sheet you can grab ideas from.

Pass out the bingo cards giving each participant in the room a copy.

Now explain that they must walk around the room and give feedback to each other so that they can each mark off squares on their bingo cards.

The feedback should be genuine!

So you might for example say to Zora from marketing that “…your positive attitude helps the team by always inspiring us to achieve more”.

The first person to mark off all the squares on their bingo card wins this activity (and you might want to give them a small prize, i.e. some chocolates).

End the activity with a 5 to 10-minute chat about the feedback the employees received from each other.

Items Needed: Bingo cards, and markers.

Type of Activity: Classroom. Free.

2. Glow and Grow

Number of People: 2+ people

Time Needed: 20 minutes

Intention: This exercise is useful for highlighting the strengths (glow) and areas for development (grow) of employees.

How to Run the Activity:

This activity can be started by explaining the “Glow and Grow” idea to participants.

Explain that both “strengths” (glows) and “areas for improvement” (grows) are both important for effective feedback.

Now ask participants to spend 5 minutes writing down one thing that recently at work “glowed” (went well and they are proud of) and one thing where they accept that they need to “grow” (an area where they see room for improvement).

Next put participants into small groups of 3 or 4 people and give them 15 minutes so that each person in the group can share their “glow” and “grow” with others in their group.

After each glow and grow, the rest of the group should have a brief chat and give suggestions or advice on how they can further build on their strengths, and how they can improve their grows.

Explain to participants that suggestions and ideas should be supportive and that is constructive feedback.

You can end this activity with a class discussion for 5 minutes where you ask for volunteers to give any insight about anything they have learned during this activity.

Items Needed: Paper and pens.

Type of Activity: Classroom. Online. Free.

3. Anonymous Feedback Box

Feedback box

Number of People: No limit.

Time Needed: Ongoing (ideal to use for every training session or left in a general work area).

Intention: This admittedly is more of an ongoing opportunity for employees as opposed to an activity but it is a wonderful way for you to gain invaluable insight as a manager.

So in this case, rather than being the provider of feedback to your team, you invite honest feedback to be given to you, and without employees needing to worry about any negative repercussions.

How to Run the Task: Set up a physical or digital feedback box where team members can anonymously submit their feedback.

The feedback box should be easily accessible whether online or placed in the office.

If placed in the physical office, do remember to make sure that the box is located in a place where employees can put their ideas in the box without colleagues necessarily seeing them do so, to protect anonymity.

Depending on the size of your company, you might also want HR rather than yourself as a manager to read and decide on actions if any to take.

While maintaining anonymity with your team, give updates to your team and develop an action plan for any suggestions that can be used.

Type of Activity: Classroom. Online.

4. Feedback Fishbowl

Feedback fishbowl activity

Number of People: 10 to 20 people ideally.

Time Needed: 30 minutes

Intention: This activity helps participants practice receiving and giving positive employee feedback in a real-time setting, enhances observational skills, and fosters a deeper understanding of effective communication and teamwork.

How to Run the Activity: Organise chairs as two concentric circles, an inner circle (the fishbowl) and an outer circle.

The inner circle needs to have enough chairs for a small group of 4 or 5 people. The outer circle will accommodate the other employees and they will act as observers.

Explain to the participants that those in the inner circle (the fishbowl) will have a discussion on a predefined topic or scenario relevant to the workplace. The outer circle participants will observe the discussion without participating initially.

Allow 10 minutes for the people you place in the inner circle (you might want to ask for volunteers so that no one feels uncomfortable being in the centre) and ask them to begin a 10-minute discussion.

Topic ideas for the discussion can include solving a common work problem or reflecting on a recent team challenge.

During the discussion, the outer circle must be silent and listen and watch the inner circle, whilst noting the communication styles, engagement levels, and the effectiveness of arguments and suggestions made during the discussion.

Observers should focus on both the things that are said and the way (the manner) in which they are said.

After the discussion, invite the observers to provide feedback to the inner circle participants. Allow 10 minutes for this.

Feedback should be constructive and focus on communication skills, teamwork, and the quality of the content discussed.

You can choose to make the discussion and then feedback 5 minutes a piece and then rotate the people on the outside circle and inner fishbowl circle.

It can be worthwhile allowing 5 minutes to end the activity for having a group discussion on any insights gained from the activity and how the feedback can be applied to improve future discussions and overall team dynamics.

Items Needed: Chairs.

Type of Activity: Classroom. Free.

5. Stoplight Feedback

Number of People: 4 or more people.

Time Needed: 25 minutes.

Intention: This activity aims to help employees and managers learn how to provide clear and categorised feedback that is easy to understand and act upon.

How to Run the Activity: Start this activity by first explaining the stoplight feedback concept to the participants and this is that:

  • Green (things to keep doing) – Example: “You always meet the deadlines and this really helps the team stay on track.” Or “You always have a positive attitude to your work and I think it rubs off on everyone.”
  • Yellow (things to consider changing or improving) – Example: “Your presentations are informative, but I feel they could be more engaging with visual aids.” Or “Your emails are clear, but adding a brief summary at the beginning might make them even more effective.”
  • Red (things to stop doing) – “Interrupting others during meetings disrupts everyone and affects the flow of discussion.” Or “You need to turn your phone off during meetings and it has been distracting others when it’s pinging all the time during meetings.”

Now ask participants to spend 5 minutes to think of examples that fit into all three colours, that reflect experiences they’ve had or seen in the workplace. They should write down one idea for each category on a piece of paper (or digitally).

If participants struggle to think of things you can put them into pairs as needed to complete this first stage.

Next, place people into groups of 3 to 5 people and ask them to take turns sharing their Green, Yellow, and Red feedback with the rest of their group. Allow 2-3 minutes per person for sharing and discussing their feedback.

Encourage the group to engage in constructive discussions about the feedback shared. Group members can ask clarifying questions, offer suggestions, and discuss practical ways to maintain the “Green” behaviours, enhance the “Yellow” ones, and eliminate the “Red” ones.

The final stage of the activity is a general class discussion for 5 to 10 minutes where you can invite participants to discuss the benefits of categorising feedback and how the Stoplight method might help them in the future for better understanding and acting upon feedback.

Items Needed: None.

Type of Activity: Classroom. Free.

Feedback training materials

>> Find Feedback Training Course Materials to instantly download

6. Strengths Appreciation Round

Number of People: 3 or more people.

Time Needed: 20 minutes.

Intention: This is one of the simplest feedback activities to run and the intent is to recognize and appreciate each employee’s unique strengths. This activity uses positive feedback examples to help push reinforcement in building a supportive and motivated team.

How to Run the Activity: Give everyone 5 minutes to work alone as they think about and then write down the strengths they have observed in their team members.

Encourage them to consider specific examples and instances where these strengths have been demonstrated.

Allowing 10 minutes for this next part of the activity, put people into groups of 3 to 5 people and ask each person to share one strength for each member of their small group.

They should give as much detail as possible in their feedback, providing concrete examples where possible.

If participants are struggling to think of things to write as employee feedback examples, some ideas to guide them include:

  • “I love the way you pay such attention to detail; it helps our projects to always be of such high quality.”
  • “Your ability to manage conflicts helps maintain a more unified workplace.”
  • “Your creativity in problem-solving has led to some brilliant solutions for our team.”

Finally, bring the class back together as one and allow 5 to 10 minutes for a group discussion where they talk about the strengths shared and any insights or key takeaways from the activity.

This could include new perspectives on their own strengths, or appreciation for their colleagues.

Items Needed: None.

Type of Activity: Classroom. Free.

7. Peer Review Circles

Number of People: Four or more people.

Time Needed: 30 to 40 minutes.

Intention: This is a great feedback activity for employees as it involves peer-to-peer feedback in a supportive environment.

How to Run the Activity: You will need to arrange a seating area for each small group of 4 to 6 people and ideally this will be a large room so that each group has a chance to clearly hear their own group.

Give participants 20 minutes for this part of the exercise.

Each person in the group will have a chance to present for 3 to 4 minutes. The presentation will be about a recent project, task, or piece of work they have been working on.

They should briefly describe the project, their role, and any challenges they faced.

After each presentation, the speaker will receive feedback from the other group members for 2 to 3 minutes.

To further guide participants, explain that they should focus on feedback regards:

  • Strengths: What did the presenter do well?
  • Areas for Improvement: What specifically could the presenter perhaps have done better?
  • Actionable Suggestions: What actionable steps could the speaker take to improve?

Allow time for the presenter to respond to the feedback, to ask questions for clarification, on the feedback received.

Rotate the speaker so that everyone in the group has a chance to present.

If time permits (or if you wish to make this a longer activity, especially if it is a 1 or 2-day workshop you are running), you can hold a group discussion after the previous task.

Have a general full class discussion on:

  • What was the most useful feedback they received that they can use moving forward?
  • Did they notice any common themes in the feedback?
  • Any other thoughts that participants have?

This activity can also be used for online teaching if you wish, by using breakout rooms.

Items Needed: Pen and paper.

Type of Activity: Classroom. Online. Free.

8. Feedback Maze

Number of People: Small groups of 3 to 5 people.

Time Needed: 30 minutes.

Intention: This is one of the most fun feedback activities for employees. Furthermore, it is useful for practising actionable feedback and is great also for communication skills.

How to Run the Activity: This is an activity where you will need to prepare the room as the training facilitator.

So, before the workshop, create a simple maze (obstacle course) using tape on the floor, chairs, desks, cones, or anything else you can use in the room. The maze will need to have a clear path that can be walked through, i.e. that will in essence be considered a successful route if done correctly.

Now split participants into groups of 4 or 5 and allocate the role of chief “navigator” to one person in each group. Or, the group themselves can choose someone.

This person will be blindfolded and guided through the maze by the rest of their group.

Now allow 10 minutes for this part of the activity to come.

The blindfolded chief navigator in each group will start at one end of the maze, whilst the rest of that person’s group will take positions around the maze, from where they will guide the navigator.

The group members must now guide their chief blindfolded navigator through the maze using only verbal instructions.

They should focus on giving clear and specific feedback to help the navigator successfully navigate the obstacles.

If the navigator encounters an obstacle or takes a wrong turn, the group should provide corrective feedback in a supportive and clear manner.

Once the first navigator has completed the maze, remove the blindfold and gather the group together for a brief discussion.

Ask the navigator to share their experience of being guided through the maze. What feedback was most helpful? Were there any moments of confusion or clarity?

Encourage the group members to share their observations about their communication and feedback skills. What worked well? What could be improved?

Items Needed: Tape or objects to create a maze, blindfolds.

Type of Activity: Classroom. Online. Free.

9. Feedback Through Art

Number of People: Small groups (3-5)

Time Needed: 25 to 30 minutes

Intention: Of all the feedback activities for employees on this list, the feedback through exercise is often a favourite for some participants. This exercise is all about using creativity to express feedback and build team cohesion.

How to Run the Activity: In preparation for this activity, you will need to provide art supplies such as paper, markers, coloured pencils, crayons, and any other craft materials you wish to use.

Ensure each participant has enough space to create their artwork, either at individual tables or in a comfortable area on the floor.

Note: It can be worth emphasising being good at art is NOT important in this activity so no one should be concerned if they are not particularly artistic. Indeed, the focus is on the message that they convey through the art, and not on artistic ability.

You will now allow participants 15 minutes.

Each participant needs to create a piece of art that represents feedback for a colleague, focusing on both strengths and areas for improvement. Encourage them to think about specific instances where their colleague demonstrated a strength or an area where there could be improvement.

Participants should use symbols, colours, and images that convey the feedback they wish to convey.

For example, a bright sun could symbolize a colleague’s positive energy, while a road with a fork might represent a need for better decision-making.

Once the artwork is complete, ask participants to form into small groups of 4 or 5.

Each participant will then take turns to present their artwork to the group, explaining the symbolism and the feedback it represents, explaining how it represents the strengths and areas for improvement.

They might share their thoughts on the feedback and express appreciation for the creative approach.

As a whole class, you might want then to allow 5 or 10 minutes to discuss:

  • The advantages of using art to convey feedback
  • How did the visual and symbolic elements impact their understanding of the feedback?
  • How could they incorporate more creative approaches to feedback in their regular interactions?

If teaching this activity as an online activity, participants can use virtual whiteboards to create their art.

Items Needed: Paper, markers, coloured pencils, crayons, and other craft materials.

Type of Activity: Classroom. Online. Free.

10. Feedback Walkabout

Number of People: 8 or more.

Time Needed: 25 minutes.

Intention: The intention here is to gather feedback through informal, face-to-face interactions. It’s also one of the best feedback activities for employees if you need an icebreaker for the start of the training session.

How to Run the Activity: You will need to pre-prepare a list of feedback prompts that participants can use to guide their conversations.

Start by distributing the feedback prompts to participants.

Then ask participants to spend 15 minutes walking around the room, taking a minute or so to have quick conversations with colleagues.

During each brief conversation, participants should use the feedback prompts to give and receive feedback, whilst focusing on actionable feedback.

After each conversation, participants should rotate so that they now chat with a new person.

End the activity by having a 5 to 10-minute class discussion about the activity, i.e. by asking questions such as:

  • How did the informal setting impact the feedback process?
  • What insights or actions will you take away from the feedback you receive?
  • How does it feel to give or receive feedback?

Items Needed: Feedback prompts or questions, paper, and pens.

Type of Activity: Classroom. Free.

More Feedback Activities

You can find more feedback activities examples in the training course materials below:

Feedback Training Course Materials
>> Feedback Training Course Materials
Dr Valeria Lo Iacono
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