This feedback manager training gives you the keys to turn this often dreaded moment into a useful, listened to and motivating exchange. Over a full day, you discover proven methods to frame positive feedback, address an improvement point without putting up walls, and bring this practice alive day to day. A central skill of the manager profession that separates teams that move forward from those that stagnate.
A well delivered feedback leaves the collaborator wanting to act
For managers and team leaders in French speaking Switzerland, the quality of feedback directly impacts engagement, performance and team retention. The course relies on concrete cases (recadrage, congratulations, peer to peer feedback, difficult feedback) with role plays and personalized debriefing. You leave with key phrases and grids directly reusable at your next interview.
Basics of feedback
Be prepared
How to prevent adverse emotional reactions
Giving feedback is a two-way process
Help your collaborators stay engaged
In team life, feedback is the most powerful tool to grow a collaborator, defuse a tension or consolidate a success. Yet many managers practice it little, fearing the reaction or lacking method. This course offers a structured framework for those who want to upskill on this critical practice. In Geneva and Lausanne, many managers discover that feedback quality directly conditions team engagement and retention.
Not all feedback is alike. Positive feedback consolidates a success. Corrective feedback signals a behavior to fix. Developmental feedback illuminates a blind zone. The course details these formats with their codes and pitfalls, the most common error being to confuse them and dilute the impact.
DESC and SBI offer clear structures to prepare effective feedback. The course makes you practice these grids on your own cases until phrasing becomes fluid. With a focus on opening sentences, often decisive, and on the way to close so the conversation lands as commitment rather than discomfort.
The same message lands differently according to profile, seniority, current emotion. The course works on quick reading of a contact and register adjustment (factual, emotional, projective). A finesse that distinguishes endured feedback from integrated feedback.
A manager who dares to ask for feedback gains credibility and accuracy. The course explores how to ask, welcome criticism without defending and turn it into improvement leverage. An operational humility posture that changes team dynamics and installs a transparency culture.
Beyond individual interviews, the challenge is to make feedback fluid daily: peer to peer, in meetings, after a project. The course offers simple rituals (project end review, flash feedback, kudo board) to deploy progressively. Modern practices like weekly 1:1s and continuous feedback are integrated.
New or experienced managers, technical leads with team responsibility, HR, growing SME founders. In Geneva and Lausanne, the course welcomes participants from international organizations, banking, life sciences, consulting and public services. No specific prerequisite other than team or peer responsibility.
You distinguish in seconds the type of feedback needed in a situation, you prepare a corrective or recognition with a clear grid, you hold the opening of the conversation without confronting, and you solicit feedback on your own management without defending. You leave with opening phrases, a preparation canvas and an action plan on two or three feedbacks to deliver in the week.
At ITTA centers in Geneva and Lausanne, this course runs over one day with a management expert in a small group. Format with concise theory, writing workshops, filmed role plays (with agreement) and personalized debrief. The trainer guarantees group confidentiality.
A manager who turns around a demotivated collaborator via well-prepared feedback. A team leader who finally addresses a toxic behavior without breaking the relation. A founder who asks for feedback for the first time and discovers blind spots. The course handles these common situations through role plays with immediate feedback.
Feedback combines well with difficult conversation (course 14362) for high-stakes corrections, team management (course 14367) for the broader managerial frame, and active listening (course 14078) for welcoming posture. Many managers enroll in one of these courses in the trimester.
Beyond formal performance reviews, regular feedback is one of the strongest engagement levers documented in HR research. Teams where feedback flows naturally show higher retention, faster onboarding and better recovery from setbacks. The course briefly opens this dimension to position feedback as a daily practice rather than a quarterly ritual.
The shift from annual feedback rituals to weekly 1:1 conversations has transformed manager effectiveness in many leading organizations. The course covers practical templates for both formats and helps you choose the rhythm that fits your team size and operating model. Most participants leave with a concrete weekly cadence to test in the following month.
Need to be an experienced manager?
No. The course adapts to new managers and to those wanting to professionalize an installed practice.
Are real cases worked?
Yes, each participant brings a situation. Confidentiality is guaranteed and feedback is personalized.
Are role plays filmed?
Optionally and only with participant agreement. Video allows precise feedback on posture, tone and unspoken cues.
Does it cover remote feedback?
Yes, the specifics of remote feedback (camera gaze, silence management, written follow-up) are integrated in a dedicated sequence.
What follows?
For more, ITTA proposes courses on difficult conversation, annual interviews and team management.
How long before feedback culture takes root?
Most teams report a noticeable shift after six to eight weeks of consistent practice, with deeper cultural anchoring after three to four months. The course closes with a calibrated rhythm to install the practice progressively without forcing.
Does the course integrate written feedback workflows?
Yes, asynchronous written feedback (Loop, Notion, structured email) is addressed for distributed teams or sensitive cases requiring documentation.
Where do sessions take place?
ITTA has three centers: in Geneva (Carouge, Route des Jeunes 35), in Lausanne at the Flon (Rue des Côtes de Montbenon 16) and at Lausanne Mon-Repos (Avenue de Mon-repos 24). The training is also available in virtual classroom.
Monday to Friday
8:30 AM to 6:00 PM
Tel. 058 307 73 00
ITTA
Route des jeunes 35
1227 Carouge, Suisse
Monday to Friday, from 8:30 am to 06:00 pm.
