A Framework For Effective Feedback

One of the biggest mistakes leaders make when it comes to feedback is waiting too long to give it, or only giving it when something goes wrong.

But feedback isn’t punishment. It’s a gift. When done right, it builds trust, accountability, and alignment across your team. The key is learning how to deliver it effectively and compassionately, in a way that motivates rather than discourages.

That’s where Monarch Coaching's RECC Model comes in, a simple but powerful framework that helps leaders deliver feedback in a way that’s constructive, empowering, and human.

Why Feedback Matters

Feedback must be given in the moment and in a safe space. When leaders delay feedback, the message loses relevance, and opportunities for real-time learning disappear.

And remember: feedback isn’t always “bad.” In fact, you should be giving more positive feedback than constructive feedback. That balance helps your team stay open to coaching, because they feel seen and appreciated for what they’re doing right, too.

The RECC Model: A Framework for Effective Feedback

Each step in the RECC Model, Recall, Explain, Confirm, Collaborate, plays a critical role in creating feedback that sticks. Skipping even one can break trust or reduce the impact of your message.

1. Recall

Start by recalling the specific behavior or action that needs improvement (or acknowledgment).

“I noticed during yesterday’s client meeting that the presentation ran over time.”

Why it matters: Being specific keeps feedback factual, not emotional. Vague feedback like “You need to be more prepared” leaves employees unsure about what to fix.

If missed: You risk coming across as unclear or unfair, which can lead to defensiveness or confusion rather than growth.

2. Explain

Once you’ve recalled the behavior, explain why it matters. What’s the impact of that action on the employee, the team, or the organization?

“When we run over time, it shortens the opportunity for client Q&A, which affects our ability to address their needs in the moment.”

Why it matters: Explaining the “why” helps employees see the bigger picture. It connects their actions to outcomes.

If missed: Without context, feedback can feel arbitrary or nitpicky, leaving employees disengaged instead of motivated to improve.

3. Confirm

Next, confirm their understanding of the feedback.

“How does that sound to you?” or “Can you share what you’re taking away from this conversation?”

Why it matters: This ensures clarity and opens the door for dialogue instead of monologue. It allows employees to share their perspective and demonstrate understanding.

If missed: Assuming understanding can lead to repeated mistakes, resentment, or miscommunication later on.

4. Collaborate

Finally, collaborate on a plan for improvement moving forward.

“Let’s talk about how we can make sure future meetings stay on time. What do you think would help?”

Why it matters: Collaboration creates ownership. When employees are part of the solution, they’re more committed to change and growth.

If missed: Without collaboration, feedback feels top-down and directive, rather than supportive. This can erode engagement and make improvement feel like a chore instead of a shared goal.

Bringing It All Together

When you use the RECC Model, feedback becomes a two-way conversation built on trust, respect, and accountability. Your team learns to see feedback not as criticism, but as a natural part of their growth and success.

Ready to start giving feedback that drives real results? Download our free RECC Model Guide to learn how to deliver feedback with confidence, empathy, and impact, and help your team grow stronger together. Download your free guide here!

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