Performance Feedback in Nursing: 5 Steps for Nurse Leaders
What happens when a nurse hears the words, “Can we talk?”
If their first reaction is stress or self-doubt, your feedback culture needs a reset.
In today’s fast-paced clinical settings, feedback is often rushed, reactive—or worse, avoided altogether. Yet it’s one of the most powerful tools nurse managers have to protect quality care, strengthen teams, and support professional growth.
But here’s the problem: most feedback fails.
Only 26% of employees say the feedback they receive helps them do better work.
The rest? They’re left confused, demoralized—or disengaged altogether.
At Immersyve, we help leaders use Self-Determination Theory (SDT) to flip that script. Backed by over 650,000 studies, SDT shows that when feedback supports a nurse’s core needs for autonomy, competence, and connection, it doesn’t just improve performance—it builds trust and resilience.
Whether you're managing a unit, charge team, or full department, these 5 steps will help you give performance feedback that fuels growth—without adding to burnout.
1. Clarify Your Purpose: Intentional Feedback That Supports Nurse Development
Before saying anything, pause. Ask yourself:
“Is my goal to support or to vent?”
Your role isn’t just clinical oversight—it’s building a team that trusts you. That starts with intention.
✅ “I want them to leave this conversation feeling supported and clearer about how to improve.”
In practice:
Pick a calm moment (not mid-shift chaos). Speak privately. Use a tone that reflects support—not frustration.
2. Start With Connection to Build Trust in Nursing Teams
Your team members are nurses, but they’re people first.
Start with genuine appreciation. Not a forced compliment—just something real.
✅ “Your calm presence with that difficult patient yesterday was exactly what the team needed.”
❌ “You’re doing fine… but let’s talk about this problem.”
Small acts of connection reduce resistance and establish the psychological safety needed for growth.
3. Focus on Clinical Behavior, Not Personal Traits
Nurses are under constant scrutiny—from patients, families, and providers. What they need from you is clarity, not criticism.
Avoid labels like “careless” or “disorganized.” Describe exactly what you observed.
✅ “During the 8 a.m. handoff, the wound care notes weren’t updated in the chart.”
❌ “You’re always behind on documentation.”
Staying factual helps prevent defensiveness and promotes action.
For a deeper dive, check out our Nurse Manager Guide
4. Invite Input: Make Feedback a Two-Way Conversation
Healthcare is full of invisible pressures—short staffing, complex cases, mental load. Your nurse might have context you don’t.
Ask open-ended questions:
- “What was going on for you in that moment?”
- “What made that situation harder than expected?”
- “What do you think got in the way?”
When nurses feel heard, they’re more likely to engage in meaningful change.
5. Collaborate on Actionable Next Steps for Clinical Improvement
Top-down directives don’t always work in dynamic care environments. Involve your team in creating practical, shift-friendly solutions.
✅ “Would it help to check in before rounds to flag documentation issues?”
✅ “What support would make this easier next shift?”
Co-creating next steps leads to stronger follow-through and shared accountability.
Read: How to improve workplace engagement and retention with SDT
Bonus: Download the 90-Second Feedback Checklist for Nurse Leaders
Want to feel more confident and prepared before giving feedback?
Use this proven checklist to streamline your prep in under 2 minutes:
✅ Define your goal
✅ Start with real appreciation
✅ Focus on facts, not labels
✅ Ask one open question
✅ Offer support and agree on next steps
📥 Download the free checklist here.
Final Thought: Feedback Is an Essential Part of Nurse Leadership
You lead nurses who are giving everything they’ve got—physically, emotionally, professionally.
Feedback isn’t separate from care delivery. It is care.
When you deliver it with clarity, empathy, and purpose, you don’t just prevent mistakes—you build a healthier team culture.
💡 Want to go deeper into nurse leadership strategies?
Start your free trial of our Manager Training Course for Nurse Leaders
And check out this guide on transformational leadership in healthcare to help your team navigate change with confidence.
Frequently Asked Questions (FAQ)
Q: What is performance feedback in nursing?
A: Performance feedback in nursing is a structured conversation between nurse managers and team members to improve clinical performance, reinforce best practices, and support professional development.
Q: How can nurse managers give constructive feedback effectively?
A: Nurse managers can give effective feedback by setting clear intentions, connecting personally, focusing on behavior not character, listening actively, and co-creating next steps.
Q: Why is feedback important for nurse development?
A: Feedback supports nurse development by clarifying expectations, identifying growth opportunities, and building confidence through guided support.
Q: What are examples of good nursing feedback?
A: A good example is: “During the handoff, I noticed the wound care notes were incomplete—what made that challenging?” This is objective, respectful, and opens dialogue.
Q: How can feedback improve patient care in nursing?
A: Timely, constructive feedback helps nurses correct errors, build clinical competence, and maintain high standards—directly improving patient outcomes and safety.
Q: Where can I get a feedback checklist for nurse managers?
A: You can download the 90-Second Feedback Checklist for Nurse Leaders here to help guide effective conversations before and after clinical shifts.
A flexible, on-demand solution designed for nurse managers with “zero time”
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