Role-plays on your real situations
3 hours of practice with SBI, feedforward, and BOFF frameworks — participants practice feedback on their own real work cases.
Book a training88% of employees want feedback, yet 57% don't get it on time. 3 hours of role-plays based on your team's real situations.
88% say feedback matters, but 57% don't get honest feedback. Training with role-plays: SBI, feedforward, BOFF. 3 hours of practice on your real situations.
3 hours of practice with SBI, feedforward, and BOFF frameworks — participants practice feedback on their own real work cases.
Book a training57% of employees don't receive honest feedback (Gallup). Managers give evaluations once a year at performance review — formal and late. Employees learn about problems when it's already too late to fix them.
Without proper structure, feedback becomes criticism: 'you did it wrong' instead of 'here's what to improve.' Employees shut down, conflicts simmer, atmosphere deteriorates.
Without regular feedback, mistakes become habits. Managers accumulate frustration, then dump it all at once. Employee feels it's unfair. Result — demotivation and turnover.
According to Gallup, teams with regular feedback show 14.9% lower turnover. Yet 57% of employees don't receive enough honest feedback, and 26% consider the feedback they do get useless. The gap between the need for feedback and its quality is one of the biggest corporate culture problems.
The reason is simple: nobody teaches how to give feedback. Managers either avoid difficult conversations or deliver feedback as criticism that triggers defensiveness (learn more about managing emotions in our emotional intelligence training). Result — employees don't grow, mistakes repeat, performance review becomes a formality.
EdUnit's feedback culture training is 3 hours of intensive practice. Participants master proven frameworks (SBI, feedforward, BOFF), practice difficult conversations through role-plays on their own real situations, and create an implementation plan for integrating feedback into daily work. After the training, an optional reinforcement system via micro-tasks in Telegram (EdUnit Bot) is available.
"You made mistakes in the report again. How many times do I have to tell you? I don't know what to do with you."
Result: employee gets defensive, mistakes repeat
"In the March report, I noticed three discrepancies in the numbers (situation). This affected the budget decision (impact). Let's figure out how to verify data before sending (expectation)."
Result: employee understands the issue and knows what to change
The SBI model (Situation-Behavior-Impact) is one of the most effective feedback frameworks for managers. Instead of judging personality ("you're careless"), the manager describes a specific situation, observed behavior, and its impact on results. During training, participants practice SBI on their own real work situations — from report errors to missed deadlines.
A single feedback training doesn't create a feedback culture — but it starts the process. Participants gain a shared language (SBI, feedforward, BOFF), practice difficult conversations, and leave with a 3-week implementation plan. Daily micro-tasks in Telegram help turn the skill into a habit. For teams where feedback causes stress, we recommend combining with emotional intelligence training.
Feedback causes conflict, not growth. Employees shut down or get offended. Conversations get postponed
SolutionTools for structured feedback that develops, not wounds. Practice on your situations
Colleagues don't discuss problems — they accumulate, then explode. No habit of giving feedback
SolutionShared feedback language. Frameworks that reduce tension and make feedback normal
Performance review is a formality. Employees don't grow, managers can't develop them
SolutionTraining after which feedback becomes daily practice, not an annual ritual
Trainer, CEO EdUnit
Founder of EdUnit, facilitator. HSE University graduate (philosophy). Specializes in feedback and management communication trainings. Worked with teams of 5 to 200 people. Speaker at talent development conferences.
Analyzing current feedback situation: barriers, habits. Quick participant survey.
SBI, feedforward, BOFF — structures for different situations. Analysis with examples, not theory.
Practice on participants' real situations. Feedback from trainer and group.
Each participant formulates 3 specific steps for integrating feedback into their practice.
Private session for your team. Role-plays based on real company situations. Separate focus for managers.
Mixed group from different companies. Consequence-free practice of difficult conversations.
Prices are indicative. Final cost confirmed in contract.
Conflicts cost 2.8 h/week per employee. EQ training: emotion recognition, empathy, de-escalation. Two 2-hour sessions with practice on your real situations.
Critical thinking training: 8 cognitive biases, 9 argumentation errors, AI for fact-checking. 6 hours of practice on business cases.