How to Personalize Feedback For Every Enneagram Type

Did you know that 69% of employees say they would work harder if they felt their efforts were recognized? Feedback is crucial for employee engagement, motivation and growth, and personalizing feedback is key to maximizing its impact. But the way feedback is delivered often misses the mark because not everyone processes it the same way.

The Enneagram—a personality framework with nine distinct types—offers key insights into understanding how people interpret feedback. By tailoring your approach based on someone's Enneagram type, you can get your employees nodding along and rising to the challenge, instead of the usual defensiveness or misunderstanding. 

Below, we break down what positive feedback looks like for each Enneagram type, helping you create feedback that resonates and motivates.

Type One, The Perfectionist 

Why feedback can be tough for them: Type Ones have an internal drive for excellence and often hold themselves to impossibly high standards. Even growth-oriented feedback can feel like criticism, reinforcing their own inner voice telling them they aren't good enough. 

They tend to reject: Vague or overly critical feedback that suggests they fell short without specifics or actionable solutions. 

What positive feedback looks like: 

• Highlight their attention to detail and ability to maintain high standards. 
• Acknowledge the specific outcomes of their efforts and affirm their dedication to improvement. 
• Offer balanced feedback by including what they’re excelling at before suggesting actionable ways to improve (use the sandwich technique where constructive criticism is "sandwiched" between two positive statements). 

Type Two, The Giver 

Why feedback can be tough for them: Twos thrive on being needed and appreciated. They pour themselves into assisting others but may feel undervalued without explicit recognition, which can make feedback feel personal. 

They tend to reject: Feedback that comes across as dismissive of their contributions or focuses on what they didn’t do. 

What positive feedback looks like: 

• Express gratitude for their thoughtful and caring contributions. 
• Focus on how their work positively impacts others (e.g., “Your coordination really brought the team together"). 
• Reinforce their inherent worth outside of acts of service. 

Type Three - The Achiever 

Why feedback can be tough for them: Threes are goal-driven and seek external validation. They strive for success and fear failure, so feedback that highlights missteps can feel like a direct hit to their identity. 

They tend to reject: Feedback that questions their competence or fails to acknowledge their accomplishments. 

What positive feedback looks like: 

• Celebrate their accomplishments in clear, measurable ways (e.g., “Your leadership in getting the deal closed early was outstanding”). 
• Use goal-focused feedback to discuss ways to achieve even greater success. 
• Frame growth areas as opportunities to refine and enhance their recognized expertise. 

Type Four, The Individualist 

Why feedback can be tough for them: Type Fours prioritize authenticity and creativity, and they take their work personally. Negative feedback can feel like rejection of who they are, rather than constructive advice. 

They tend to reject: Feedback that feels impersonal, generic, or dismissive of their unique touch. 

What positive feedback looks like: 

• Acknowledge their creative perspectives and unique contributions. 
• Frame suggestions as ways to amplify their vision rather than change their approach. 
• Use empathetic language that reassures them they’re valued. 

Type Five, The Investigator 

Why feedback can be tough for them: Fives value their intellectual independence and deeply thought-out ideas. Feedback that feels too emotional or intrusive may disrupt their internal balance. 

They tend to reject: Emotionally charged or overly wordy feedback that doesn’t align with logic or facts. 

What positive feedback looks like:

• Be concise and specific. Praise their depth of knowledge and smart problem-solving. 
• Present facts and data when offering suggestions, grounding it in logic they can respect. 
• Avoid overstepping personal boundaries in the conversation. 

Type Six, The Skeptic

Why feedback can be tough for them: Sixes value security and can be highly self-doubting, so feedback, if not phrased well, can feed into their fears or anxieties about not measuring up. 

They tend to reject: Feedback that feels overly critical or vague, leaving them unsure of how to fix the perceived problem. 

What positive feedback looks like: 

• Reaffirm their value to the team and their reliability. 
• Phrase growth areas as ways to increase their already solid foundation of trust and competence. 
• Provide step-by-step clarity to help them feel secure in improving. For example, you might say, “I noticed you struggled with this task. I know how capable you are and I believe in your ability to improve. Let's work together to break down the steps and discuss any challenges along the way."

Type Seven, The Enthusiast 

Why feedback can be tough for them: Sevens are optimists who avoid negativity at all costs. Feedback that feels overly serious or restrictive can clash with their adventurous, glass-half-full energy. 

They tend to reject: Feedback that focuses on what’s “wrong” or limits their freedom and creativity. 

What positive feedback looks like: 

• Acknowledge their energy, creativity and willingness to tackle challenges with enthusiasm. 
• Use light, optimistic language when suggesting improvements ("Let's explore even more exciting ways to approach this task!").  
• Highlight how changes open doors to even more possibilities for growth. 

Type Eight, The Challenger 

Why feedback can be tough for them: Eights are confident and assertive but can come off as intimidating or overly defensive when confronted with feedback that feels like a challenge to their control. 

They tend to reject: Feedback that feels weak, indirect or undermines their authority. 

What positive feedback looks like: 

• Be honest, direct and confident in your delivery. No sugar-coating necessary here. 
• Celebrate their leadership qualities and decisiveness. 
• Frame suggestions as opportunities to refine their natural strengths further ("Your assertiveness is an asset, and we can work together to find even more effective ways of leading the team."). 

Type Nine, The Peacemaker 

Why feedback can be tough for them: Nines avoid conflict and prioritize harmony. Feedback may feel like confrontation or rejection, which can make them retreat inwardly. 

They tend to reject: Feedback that’s overly aggressive or disruptive to their sense of calm. 

What positive feedback looks like: 

• Use a calm, encouraging tone that reinforces their contributions to teamwork. 
• Focus on collaborative phrasing (e.g., “You’ve done a great job with X. How can we build on that together?”). 
• Avoid being overly critical, instead highlighting ways they can further excel ("Your ability to bring the team together is a true strength. Let's brainstorm ways to continue fostering positive collaboration.").  

Unlock Better Feedback with the Enneagram 

Effective feedback is rooted in understanding individuals—what motivates them, what challenges them and what drives them to improve. The Enneagram serves as a powerful framework to bridge these gaps, allowing you to deliver feedback in a way that resonates and empowers. 

Curious about your team’s Enneagram types?  Truity’s Enneagram for the Workplace makes it easy for the whole team to discover their type and gain insights into how they can thrive and grow in the workplace. Plus, you'll get access to a suite of resources to help you run team-building sessions, so everyone can communicate better, grow faster and achieve more.