A young woman gives feedback to another
Leadership & HR
30.01.2026 Isabel Hempel 68986

5-finger feedback: tips for good feedback

By Darina Doubravova (Head of pme Academy) and Isabel Hempel (Editor)


Group feedback at the end of a seminar or team meeting is beneficial for everyone. We present effective methods for giving constructive feedback. For example, 5-finger feedback is a practical and easy-to-understand method for constructive feedback in teams and seminars. With the help of the five fingers, differentiated feedback on positive aspects, notable points, points of criticism, learnings, and missing points can be obtained quickly and easily. The method ensures clarity, appreciation, and improvements in everyday work. Get tips and variations on how to use it and possible alternatives here.

Giving feedback made easy:

1. Five-finger method - Each finger represents a statement

One method of giving quick and constructive feedback is the five-finger model. Each finger stands for a question that you answer in one or two sentences. Start with the tops!


 

Thumbs: I thought that was great! For example: "I particularly liked the fact that the discussions were open and constructive. The atmosphere was pleasant and everyone expressed themselves freely."

Pointing finger: I noticed that! For example. "I noticed that some topics were addressed several times. There were often similarities in the participants' observations."

Middle finger: I didn't like that! For example: "Some discussions dragged on, which made it difficult to focus on the key points. I would have liked a clearer structure here."

Ring finger: I'll take that with me! For example: "I have received valuable suggestions and new perspectives that I can incorporate into future projects."

Little finger: I didn't get enough of that! For example: "Unfortunately, there was little time for in-depth discussion of possible solutions. I would have liked some ideas to have been dealt with in more depth."

If time is short or the feedback should be more concise, only three fingers can be used, for example the thumb (positives), the ring finger (insights), the little finger (I missed that).

2. one-minute paper

Another method is the "one-minute paper" according to Werner Stangl. At the end of a team meeting, everyone receives a blank sheet of paper.

First, everyone writes all the positive feedback and thoughts on one side:

  • What have I understood?
  • What did I like?
  • What inspired/motivated me?
  • Where have I been able to work?

Any unclear or critical thoughts are written down on the back:

  • What have I not quite understood?
  • What touched me little?
  • What didn't I like?
  • What have I not been able to participate in?

An evaluation can take place immediately or at the beginning of the next meeting. The evaluation is carried out either by the manager or by a team member or participant.

Afterwards, the group's results are presented, the feedback is interpreted, and suggestions for possible changes and consequences are developed : What could be done differently next time?

3. especially for managers: How can I give feedback in difficult situations?

When it comes to addressing something that makes teamwork difficult, it is important to give feedback. But that is not so easy.

The tone must be right, and the words should be chosen wisely.

Executive coach Nina Lizon explains in this video how you, as a manager, can give constructive feedback.

 

Have fun testing these methods!

Are you familiar with our e-learning course on feedback?

It is not always easy to find the right words for constructive feedback. In our e-learning course on feedback, you can reflect on your own habits and receive helpful suggestions.

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FAQs about 5-finger feedback

What is the 5-finger feedback?

The 5-finger feedback is a structured model for quick feedback. Each finger represents a specific aspect of feedback: positive, noteworthy, criticism, insights, and missing.

How does the 5-finger feedback work in practice?

Each team member makes a brief statement about each of the five fingers. First, the positive aspects (thumb) are highlighted, followed by the other points in the order of the fingers.

When is this method particularly suitable?

The model is ideal for use at the end of meetings, workshops, seminars, or feedback sessions—especially when feedback needs to be gathered quickly and constructively.

How can I use the 5-finger feedback digitally?

The method also works via video conference, in chats, or with online whiteboards. Each participant can submit their answers in writing, and the results are discussed together.

What to do if the feedback is critical?

It is important to establish an appreciative framework and to treat criticism in a solution-oriented manner. Managers should address specific points of criticism and work with the team to formulate solutions.

zero Violence at home: what employers can do

Woman who experiences violence at home in a counseling interview
Psyche
09.12.2022 Josephin Hartmann 21298

Violence at home: How employers can help

For those who experience domestic violence, the workplace often becomes a protected space. Managers can support victims: with understanding, a willingness to talk and the provision of help.   

It is often underestimated: When employees call in sick to work, the reason may be that they have been subjected to psychological, physical or sexual violence at home. Companies can provide support in this delicate situation. However, it is important to handle the situation sensitively and offer the right support.

pme life situation coach Jutta Dreyer gives tips on how you as an employer and manager can support affected employees.

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Domestic violence: tips on how managers can support affected employees 

1. watch out for signs: Withdrawal, depressed, anxious  

Domestic violence is not a private matter, it concerns us all. Most managers share this view. Pme life situation coach Jutta Dreyer often sees managers calling her because they are worried about their employees. When they use our advice, they already have the impression that the situation at home is very difficult and that violence could be involved.  

It is often difficult to recognize whether employees are affected by domestic violence, as it is a shameful topic. Those affected try to hide it for as long as possible. They are ashamed and often feel guilty for their situation.  

Therefore, managers can only look out for small signs that violence is taking place at home.  

Signs can be: 

  • Withdrawal: Person withdraws, no longer or less and less participates in team meetings, talks less and less about home. 
  • Person appears depressed or anxious. 

2. offer help: Make contact with help centers 

Jutta Dreyer is familiar with the situation where managers call and need immediate help, for example when an affected employee is sitting next to them and is very afraid to go home.

"This call is the first right step that managers can take. It paves the way for them to contact us, as the people concerned would not pick up the phone themselves. Once contact has been made, we take over the conversation to build trust."

Jutta Dreyer, life situation coach, pme Assistance


However, managers may also call in acute situations because the violent family member is already at the door to collect the person concerned from work. In such cases, a manager should call the police so that the employee is not put at risk. 

3. communicate offers of help within the company 

If a conversation is held with affected employees and the person opens up, it is important what the manager radiates. It is about signaling understanding for the fact that the person concerned has found themselves in such a situation and that it is not something to be ashamed of.  

However, this applies to all problems - be it addiction or mental illness. A manager can provide support by offering help services such as the pme intranet Familienservice . Putting up posters with emergency numbers for people who experience violence at home can also help.  

In this way, employers send a signal of understanding to their employees. At the same time, the inhibition threshold for seeking support is not so high.  

4 Gently seek a conversation 

Managers can also actively seek the conversation. However, caution is advised here. Anyone offering to talk should not open the door directly. Direct statements such as "Are you experiencing violence at home?" can overwhelm the other person.  

It is better to approach the topic carefully. Gentle questions such as "Could it be that it is difficult at home?" or "Could it be that you are being put under pressure at home?" make it easier for those affected to talk openly about it.  

Jutta Dreyer encourages:

"It is important for managers not to give up straight away if they are rejected. The person concerned could initially reply that everything is fine. The manager can stay on the ball and signal a willingness to talk at any time."

Q&A for managers: important questions and answers in brief 

As a manager, is it your job to prevent domestic violence?  

Quite clearly: no. But the employees concerned can be supported with appropriate offers - always provided that the person wants this!

Be aware of how shameful this topic is and that it is rarely communicated in the workplace. Try to develop an understanding for some difficult life situations. Convey the attitude that the person concerned is not to blame for the violence against them.  

How can you provide support?  

Offer the employee a quiet room (e.g. your office) where he/she can call the pme hotline Familienservice without being disturbed. Encourage them to do so, but do not exert any pressure.

You can also offer to call the employee together. This can be very helpful if he/she is not confident enough to make the call alone or may have language problems.  

How intensively should you provide support?  

The most important thing is to support and encourage the employee to contact a counselor, such as the pme Familienservice - but don't turn yourself into a grievance box!

What can you do as a manager if there is an acute threat situation on site (in your unit)?  

In the event of acute threats, call the police: 110. If, for example, an employee is afraid to go home because he/she is afraid of violence, you can call the pme Familienservice as a customer.  

IMPORTANT TO KNOW: Violence Protection Act  

Victims of domestic violence have the right to apply for court protection orders so that they are protected from further attacks by the perpetrator. The same applies to victims of stalking.

More information under: Violence Protection Act

Further help and links:

www.big-koordinierung.de

weisser-ring.de/haeuslichegewalt

www.hilfetelefon.de/gewalt-gegen-frauen/haeusliche-gewalt.html