Giving feedback without deflating morale is an art! Start by acknowledging their efforts and the positives — they’ll feel valued. Frame feedback constructively, focusing on the task, not the person (e.g., "This approach is good, but here's how we can make it even better!"). Use "we" instead of "you" to emphasize teamwork. Offer specific examples, not vague critiques, and end with encouragement, showing faith in their ability to improve. For example: "Your dedication shines through, and with a bit of tweaking here, we can make it exceptional. Keep up the great work!" This creates a growth-oriented atmosphere while keeping spirits high. After all, a little sugar goes a long way, even in feedback!

Excerpt from the biography: You encourage people's motivation by giving them space and autonomy to make decisions. On the other hand, you hinder motivation if you ask yourself about everything.

Instead of saying, “This needs fixing,” try something like, “I see where you were going with this, and here’s how we can make it even better together.” It’s not just about the work; it’s about showing them you’re in it with them. It’s also important to leave room for them to reflect. Ask them, “What do you think could have worked better?” when things didn’t go as planned. This way, feedback becomes a dialogue, not a one-sided directive. You’re not there to correct them, but to support their growth—and that makes all the difference in keeping morale high.

To give feedback without demotivating the team, I’d focus on being constructive and balanced. Acknowledging their efforts and highlighting what’s working well sets a positive tone before addressing areas for improvement. Framing feedback as a collaborative opportunity for growth and offering support or resources to help them succeed reinforces their confidence and keeps morale high.

Acknowledge efforts first to show appreciation. Offer support by asking how you can help them improve. This approach maintains morale while fostering a culture of continuous improvement.