Why Every New Manager Needs a Feedback Model (Like, Yesterday)

One of the fastest ways to earn respect as a new manager is to get good at giving feedback—and I mean really good. Not just the “Hey, great job!” or “You need to improve this” kind of comments. I’m talking about the kind of feedback that helps your team grow, builds trust, and actually improves performance.

And to do that, you need a feedback model.

Let’s break down why having a feedback model in your leadership toolbox is non-negotiable if you want to lead a high-performing team.

1. Consistency Builds Credibility

When you're a new manager, your team is watching everything. They’re trying to figure out your style, what matters to you, and whether they can trust your leadership. If your feedback is all over the place—sometimes vague, sometimes reactive, sometimes delayed—you’ll lose their confidence fast.

A feedback model gives you a structured and repeatable approach. It takes the guesswork out of what to say and how to say it. It also keeps things fair. Whether you’re coaching a top performer or someone who’s struggling, the model keeps your feedback grounded in behavior, not emotion.

2. It Makes Difficult Conversations Easier

Let’s be real—giving tough feedback can feel awkward. Especially if you’ve just been promoted and now you’re managing former peers. The last thing you want is to come off harsh, or worse, avoid the conversation altogether.

A feedback model gives you a safe path through those sticky moments. It’s like GPS for those “we need to talk” situations. You’re not winging it. You’re following a process that helps you stay calm, clear, and professional.

3. Feedback Isn’t Just for Problems

Most new managers think feedback is only about correcting mistakes. But the best leaders use feedback to reinforce great performance too. When someone nails a presentation, steps up without being asked, or lives your team’s values, don’t just say “nice job.” Use your model to tell them why it mattered, and how it impacted the team.

That kind of praise isn’t just fluff—it’s fuel. It tells your people what to keep doing and why they’re valuable.

4. It Shifts Your Mindset from Manager to Coach

If you’ve followed me for any amount of time, you already know what I’m going to say: Managers tell. Coaches teach.

A feedback model moves you from “boss mode” to coaching mode. It helps you stop reacting and start developing your people. Over time, you’ll build a team that knows how to self-correct, raise their own bar, and take ownership of their growth.

And that’s the dream, right?

5. You’ll Save Time in the Long Run

At first, using a feedback model might feel formal or take a few extra minutes. But it’s worth it. Why? Because sloppy feedback leads to confusion, repeated mistakes, and disengaged team members. And that costs you time.

Clear, constructive, timely feedback—given using a model—prevents bigger issues down the road. It’s a small investment that pays off in smoother days and stronger results.

Bottom Line: Don’t Wing It

Leadership is hard enough without making it up as you go. Having a feedback model gives you confidence, clarity, and consistency—especially when the pressure is on.

If you’re a new manager, the most important thing you can do right now is learn how to coach your team through feedback. Find a model that works for you and commit to using it.

Because great teams aren’t built by luck.
They’re built by leaders who know how to give great feedback.

Want help building those skills?
Join The New Manager Club and get access to tools, live coaching, and a community that’s here to help you win.

Go coach 'em up and make it a great day!

Kevin Bender, your $9/month New Manager Coach
www.thenewmanagerclub.com