5 Common Mistakes of People in Their 20s

5 Common Mistakes of People in Their 20s

You’re in your 20s and you feel like you have all the time and energy to do whatever you want – from partying ’til dawn with your friends down to eating whatever you like. But the 20s are just like any other life stage; they pass by and before you knew it, they are gone. Don’t let them pass by and leave you with regrets. Learn from these common mistakes people in their 20s make:

1. Staying in an unhealthy relationship


    Your 20s will play an important role in shaping who you are. It is the stage that you get to know better what you want for yourself and from a partner. If the relationship is not making both of you into a better person, then maybe you should take a step back and ask yourself if it’s still worth it. Some people in their 20s make the common mistake of staying in an unhealthy relationship just because they’ve been with the person for so long. Keep in mind that it’s not the length of a relationship that counts most but the quality of your relationship.

    2. Spending money carelessly

    Buying whatever you want and eating out almost everyday may make you feel good at the moment but it will make you poor in the long run. Even if you have a salary that’s more than enough for your living expenses, you still won’t be able to make progress in your financial goals if you constantly spend more than what you earn. Remember that your financial choices today will make an impact on your future so choose where to spend your money on. Make sure that you spend them on things that will move you forward towards your financial goals.


    3. Sticking to a dead-end job

      With piles of student debt, you find it insane just to consider quitting your job. But have you also thought of the time and energy you’re wasting on a job that doesn’t suit your skills, strengths, and interests? If you haven’t figured out yet what your dream job is, then use this stage to find out what it is.


      Start creating a list of career ideas that you think will suit your strengths and interests then get your feet wet. Ask people who are in these industries about the job and what needs to be done to take you there. These steps may not instantly take you to your dream job but it helps build the bridge to get you there.

      4. Giving up dreams for fear of failure

      Fear is a powerful emotion. You feel it especially if you’re chasing something that’s bigger than yourself. But don’t let it stop you. Whether you dream of traveling the world or starting your own business, don’t let the fear of failure keep you from taking action. There will always be mistakes and failure will be inevitable but giving it a try won’t do you harm. The most successful people have too felt the fear but what sets them apart from the rest is that they took action anyway.


      5. Giving in to naysayers

        In your journey towards your dreams, there will be people who will doubt your capacity and question your dreams. Don’t give in to their negativity and don’t argue with them. Just let them say what they have to say and do your own thing. Sometimes you need these kind of people to help you evaluate how badly you want your dream to happen. If you really want it that bad, then you will still pursue it even if no one believes you.
        You won’t get into this life stage again. Make the most of it and make sure that it’s always worth looking back at.

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        Last Updated on December 4, 2020

        How to Give Constructive Feedback in the Workplace

        How to Give Constructive Feedback in the Workplace

        We all crave constructive feedback. We want to know not just what we’re doing well but also what we could be doing better.

        However, giving and getting constructive feedback isn’t just some feel-good exercise. In the workplace, it’s part and parcel of how companies grow.

        Let’s take a closer look.

        Why Constructive Feedback Is Critical

        A culture of feedback benefits individuals on a team and the team itself. Constructive feedback has the following effects:

        Builds Workers’ Skills

        Think about the last time you made a mistake. Did you come away from it feeling attacked—a key marker of destructive feedback—or did you feel like you learned something new?

        Every time a team member learns something, they become more valuable to the business. The range of tasks they can tackle increases. Over time, they make fewer mistakes, require less supervision, and become more willing to ask for help.

        Boosts Employee Loyalty

        Constructive feedback is a two-way street. Employees want to receive it, but they also want the feedback they give to be taken seriously.

        If employees see their constructive feedback ignored, they may take it to mean they aren’t a valued part of the team. Nine in ten employees say they’d be more likely to stick with a company that takes and acts on their feedback.[1]

        Strengthens Team Bonds

        Without trust, teams cannot function. Constructive feedback builds trust because it shows that the giver of the feedback cares about the success of the recipient.

        However, for constructive feedback to work its magic, both sides have to assume good intentions. Those giving the feedback must genuinely want to help, and those getting it has to assume that the goal is to build them up rather than to tear them down.

        Promotes Mentorship

        There’s nothing wrong with a single round of constructive feedback. But when it really makes a difference is when it’s repeated—continuous, constructive feedback is the bread and butter of mentorship.


        Be the change you want to see on your team. Give constructive feedback often and authentically, and others will naturally start to see you as a mentor.

        Clearly, constructive feedback is something most teams could use more of. But how do you actually give it?

        How to Give Constructive Feedback

        Giving constructive feedback is tricky. Get it wrong, and your message might fall on deaf ears. Get it really wrong, and you could sow distrust or create tension across the entire team.

        Here are ways to give constructive feedback properly:

        1. Listen First

        Often, what you perceive as a mistake is a decision someone made for a good reason. Listening is the key to effective communication.

        Seek to understand: how did the other person arrive at her choice or action?

        You could say:

        • “Help me understand your thought process.”
        • “What led you to take that step?”
        • “What’s your perspective?”

        2. Lead With a Compliment

        In school, you might have heard it called the “sandwich method”: Before (and ideally, after) giving difficult feedback, share a compliment. That signals to the recipient that you value their work.

        You could say:

        • “Great design. Can we see it with a different font?”
        • “Good thinking. What if we tried this?”

        3. Address the Wider Team

        Sometimes, constructive feedback is best given indirectly. If your comment could benefit others on the team, or if the person whom you’re really speaking to might take it the wrong way, try communicating your feedback in a group setting.

        You could say:


        • “Let’s think through this together.”
        • “I want everyone to see . . .”

        4. Ask How You Can Help

        When you’re on a team, you’re all in it together. When a mistake happens, you have to realize that everyone—not just the person who made it—has a role in fixing it. Give constructive feedback in a way that recognizes this dynamic.

        You could say:

        • “What can I do to support you?”
        • “How can I make your life easier?
        • “Is there something I could do better?”

        5. Give Examples

        To be useful, constructive feedback needs to be concrete. Illustrate your advice by pointing to an ideal.

        What should the end result look like? Who has the process down pat?

        You could say:

        • “I wanted to show you . . .”
        • “This is what I’d like yours to look like.”
        • “This is a perfect example.”
        • “My ideal is . . .”

        6. Be Empathetic

        Even when there’s trust in a team, mistakes can be embarrassing. Lessons can be hard to swallow. Constructive feedback is more likely to be taken to heart when it’s accompanied by empathy.

        You could say:

        • “I know it’s hard to hear.”
        • “I understand.”
        • “I’m sorry.”

        7. Smile

        Management consultancies like Credera teach that communication is a combination of the content, delivery, and presentation.[2] When giving constructive feedback, make sure your body language is as positive as your message. Your smile is one of your best tools for getting constructive feedback to connect.

        8. Be Grateful

        When you’re frustrated about a mistake, it can be tough to see the silver lining. But you don’t have to look that hard. Every constructive feedback session is a chance for the team to get better and grow closer.

        You could say:

        • “I’m glad you brought this up.”
        • “We all learned an important lesson.”
        • “I love improving as a team.”

        9. Avoid Accusations

        Giving tough feedback without losing your cool is one of the toughest parts of working with others. Great leaders and project managers get upset at the mistake, not the person who made it.[3]


        You could say:

        • “We all make mistakes.”
        • “I know you did your best.”
        • “I don’t hold it against you.”

        10. Take Responsibility

        More often than not, mistakes are made because of miscommunications Recognize your own role in them.

        Could you have been clearer in your directions? Did you set the other person up for success?

        You could say:

        • “I should have . . .”
        • “Next time, I’ll . . .”

        11. Time it Right

        Constructive feedback shouldn’t catch people off guard. Don’t give it while everyone is packing up to leave work. Don’t interrupt a good lunch conversation.

        If in doubt, ask the person to whom you’re giving feedback to schedule the session themselves. Encourage them to choose a time when they’ll be able to focus on the conversation rather than their next task.

        12. Use Their Name

        When you hear your name, your ears naturally perk up. Use that when giving constructive feedback. Just remember that constructive feedback should be personalized, not personal.

        You could say:

        • “Bob, I wanted to chat through . . .”
        • “Does that make sense, Jesse?”

        13. Suggest, Don’t Order

        When you give constructive feedback, it’s important not to be adversarial. The very act of giving feedback recognizes that the person who made the mistake had a choice—and when the situation comes up again, they’ll be able to choose differently.

        You could say:

        • “Next time, I suggest . . .”
        • “Try it this way.”
        • “Are you on board with that?”

        14. Be Brief

        Even when given empathetically, constructive feedback can be uncomfortable to receive. Get your message across, make sure there are no hard feelings, and move on.


        One exception? If the feedback isn’t understood, make clear that you have plenty of time for questions. Rushing through what’s clearly an open conversation is disrespectful and discouraging.

        15. Follow Up

        Not all lessons are learned immediately. After giving a member of your team constructive feedback, follow it up with an email. Make sure you’re just as respectful and helpful in your written feedback as you are on your verbal communication.

        You could say:

        • “I wanted to recap . . .”
        • “Thanks for chatting with me about . . .”
        • “Did that make sense?”

        16. Expect Improvement

        Although you should always deliver constructive feedback in a supportive manner, you should also expect to see it implemented. If it’s a long-term issue, set milestones.

        By what date would you like to see what sort of improvement? How will you measure that improvement?

        You could say:

        • “I’d like to see you . . .”
        • “Let’s check back in after . . .”
        • “I’m expecting you to . . .”
        • “Let’s make a dent in that by . . .”

        17. Give Second Chances

        Giving feedback, no matter how constructive, is a waste of time if you don’t provide an opportunity to implement it. Don’t set up a “gotcha” moment, but do tap the recipient of your feedback next time a similar task comes up.

        You could say:

        • “I know you’ll rock it next time.”
        • “I’d love to see you try again.”
        • “Let’s give it another go.”

        Final Thoughts

        Constructive feedback is not an easy nut to crack. If you don’t give it well, then maybe it’s time to get some. Never be afraid to ask.

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        Featured photo credit: Christina @ via


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