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Dec 4, 2014 · It should be an ongoing process woven into the fabric of everyday work. That’s not to say that every behavior warrants input or a response. Feedback is most likely to have a positive, lasting ...
- 20-Minute Manager: Giving Effective Feedback
Giving Effective Feedback quickly walks you through the...
- 20-Minute Manager: Giving Effective Feedback
- Overview
- Types of Feedback
- The Five Rules of Effective Feedback
- Examples of Positive and Negative Feedback
- How to Give and Recieve Feedback
- Recognizing Why Feedback Matters
Feedback is crucial not only for the group's success but also for personal growth. Great feedback can help people become even better at what they do. It can also foster greater trust and communication when these rules are followed. You can also think about these rules when you are on the receiving end of feedback.
So, what exactly do we mean when we talk about feedback? It can involve any situation where we make comments based on our direct observations. What separates feedback from criticism is that it is intended to help us learn and improve our performance.
The type of feedback that we give often depends on our goals and the situation. Giving the wrong type of feedback at the wrong time can lead to misunderstandings, hurt feelings, or conflict.
Whether you are giving quick, informal feedback to a friend or partner, formative feedback to a coworker, or formal feedback to an employee, you can follow these five rules for making your advice as effective as possible.
Some common types of feedback that you might give include:
Generally speaking, there’s no universally agreed-upon set of rules for how and when to give feedback (although your workplace or organization might provide some specific guidelines to follow).
Levin says that how people perceive your feedback depends on several factors, including how you speak, the communication channel you use, whether there is an audience, and the context. Whether or not the other person is open to hearing what you have to say is also a critical factor.
Positive Feedback Sounds Like...
Positive feedback is often easier to deliver. After all, most people welcome some kind words and compliments on a job well done. For example, you might want to deliver positive feedback to an employee has shown consistently great performance. You might say something like, "I really appreciate that you took the initiative to finish the project in a timely manner. You're hard work and commitment definitely paid off!" In other cases, you might want to deliver feedback meant to positively reinforce a team member's progress. You might say, "I'm really impressed by how much improvement you've made over the past few months. Keep it up, and you're really going to continue to shine!"
Negative Feedback Sounds Like...
Negative feedback can be a bit more challenging. This is where skills like balancing constructive comments with encouragement can be useful. When you need to call out shortcomings, you might say, "It's clear you put a lot of effort into the project, but a few areas need to be corrected. Let's talk about what we can do to help you make these improvements." Using "I feel" statements when delivering negative feedback can also be helpful. Instead of phrasing feedback like, "You're always late," you might try phrasing it differently, such as, "I've noticed that you've been late several times this month. This has created some disruptions for other people in the office, so it's really important to be on time and respect other people's schedules." Delivering negative feedback isn't easy, but sometimes there's just no getting around it. Just remember that you can get your message across without making someone feel bad. A little tact and empathy can ensure that people get the message without feeling defensive or upset.
When You’re Giving Feedback
Know Your Audience Levin suggests thinking about the person who will be receiving your feedback. For example, if they prefer one-on-one communication, they might feel embarrassed or defensive if you give your feedback during a team meeting. "Not only have you unintentionally made them feel this way, they may also be completely closed off to whatever feedback you provide as they may be so focused on how they feel rather than what you are saying," Levin says. Give Feedback Privately Try to give your feedback in a private setting. Even if your comments are balanced between constructive and positive statements, keeping this feedback private (or at least as private as possible) can help prevent feelings of embarrassment or defensiveness. Suggest Solutions Feedback should be more than a laundry list of problems. When there are shortcomings, try to be supportive and suggest solutions that can help the individual succeed in the future. Ask Questions That Encourage Reflection This approach can reinforce the positives while allowing the other person to think about improving things. You might ask the other person what they think went well and what they might do differently in the future.
When You’re Receiving Feedback
Try to Be Open-Minded It isn't always easy to hear what other people say about your work. Stay open-minded and look at it as an opportunity to hone your skills. Clarify Any Misunderstandings Don't be afraid to ask questions if the feedback is unclear or confusing. Focus on being specific to ensure you understand what the reviewer or commenter is trying to convey. Show Appreciation Even if the feedback isn't exactly what you want to hear, thank the other person for their time and thoughts. It might not be easy, but it's a great way to show that you are willing to listen. Give Yourself Time to Reflect Avoid reacting immediately (like firing off an angry email to a co-worker or manager). Instead, give yourself time to sit with the feedback and decide what it means and how you might want to respond. You'll feel less emotional and defensive if you stop and take some time to reflect. Try to Stay Positive The fact is that getting negative feedback isn't any fun. Try to remember that feedback isn't meant to be a personal attack. Even though you might feel bad, remember that it's something that can help you learn and grow.
Feedback can be an important tool for both personal and professional development. It isn't always easy to evaluate your own work, so getting others to offer their comments, experiences, and expertise can help you gain new insights.
It can also help you better understand how others perceive and relate to your work.
Good feedback can also be motivating. Positive comments from colleagues, supervisors, or clients can help you feel good about your work. Experts suggest that feedback is more meaningful when it comes from someone they see as a role model.
Sometimes, it's the constructive comments that give information about what might be missing that can be your greatest source of inspiration. This type of feedback challenges you to keep learning and growing. It gives you something to work toward so that you can see your progress and be proud of how far you've come.
Continuous improvement is important to many of us, and the perspective of others is extremely valuable, even in instances when someone may not agree with it. Feedback provides perspective.
— JAMIE LEVIN, STRATEGIC COMMUNICATIONS CONSULTANT
Check-in. Make an intentional effort to check in with the person on how they’re doing in the respective area of feedback. For example, let’s say you’ve given a teammate feedback on their presentation skills. Follow up on how they’ve invested in building their public speaking skills.
May 13, 2019 · What Good Feedback Really Looks Like. Summary. Feedback — both positive and negative — is essential to helping managers enhance their best qualities and address their worst so they can excel ...
Jun 14, 2022 · This will allow you to be a better listener instead of simply trying to hear the other person with an intent to respond. Process: Take time to metabolize the feedback and let the feedback run ...
May 2, 2019 · 2. Take Time to Prepare. Before offering feedback, strategize what it is that you actually want to say and how you want to say it. If your employee is underperforming, but works hard and has the right intentions, you might take on a warmer tone in the meeting.
People also ask
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Dec 7, 2023 · This means leaders must listen, show appreciation, give praise, and seek feedback on their own leadership approach from their team. In doing so, a feedback culture will emerge where individuals feel safe to take risks and to be innovative (Edmondson & Scott, 2022). 3. Employee retention.
