Six Quick Tips for Giving Feedback

It’s a rare person who wants to hear what he doesn’t want to hear. Dick Cavett

Although feedback can often originate from a very positive intent, it can come across in a completely different way, if you don’t have criteria in mind before the discussion takes place.  With this in mind, it can be helpful to have a few guidelines to consider when you want the best outcome from giving feedback:

 

1. KEEP FAR AWAY FROM SUBJECTIVE JUDGEMENT

Speak about what occurred, the actual event, without giving any value judgement.  Just describe what happened as objectively as possible, and the impact it had, on who and on what.

 

2. USE LESS STATEMENTS AND MORE QUESTIONS

Ask questions around how events occurred – how the decision was taken, or     whether other solutions could have been possible, etc.

 

3. DON’T ALWAYS GIVE THE SOLUTIONS

Whenever possible, structure the conversation to get people to work things out for themselves.  Try to give the individual an opportunity to create a solution, or other options.  This will help to create ownership and buy-in to the process from the individual.

 

4. STAY WITH THE KEY ISSUES

Although there may be many things that you want to address, don’t let them all come out at once!  Select a few key issues and focus on those where you think the individual can show immediate performance improvement.

 

5. SHOW YOUR UNDERSTANDING OF THE SITUATION

If events occurred that were out of the individual’s control, be sure to address this in your conversation.   Use your discussion to explore pro-active processes together in this environment.
 

6. KEEP IT POSITIVE

Your attitude and the way you speak can make it positive.  Stay with “towards” rather than “away from” language.  And avoid the obvious “good, bad, good” feedback structures.  These have been used too often in the past and individuals are aware of the format!

Try these 6 tips the next time you are giving feedback, and see the difference it makes in how your message is received!