Whether you’re a boss, manager, team member, or a friend, knowing how to give constructive feedback to another person is POWERFUL . . . but tricky. Especially, when the recipient is super sensitive or insecure. So, whether you're praising or criticizing, use these effective techniques to ensure the utmost efficacy of your feedback!
Before you can ever learn how to give constructive feedback, you have to understand what “constructive feedback” actually is . . .
Constructive feedback is information provided to an individual that further develops that person by raising the individual’s awareness of their behavior. In order for feedback to be constructive, it has to be information-specific, issue-focused, based on observations NOT personal feelings, and promote further development.
Generally, the rule of thumb for feedback is: praise in public and criticize in private.
However, there’s a trick to praising or criticizing constructively and thus, effectively!
Of the 2 types of feedback, positive or reinforcing feedback is typically the easiest to give. Though, without proper etiquette, you may be “giving” it, but not effectively so it has value.
You see, when positive feedback is vague or general, it usually comes across as disingenuous. Most likely, the recipient will feel like you’re just blowing smoke. But when the feedback is specific and thought-through, it tends to feel more genuine and in turn, more meaningful and impactful. Especially, if the person is insecure or lacking confidence, being specific and authentic with your feedback will help to build trust and achieve the impact intended.
Ultimately, the key to providing positive feedback effectively is specificity and authenticity!
Valuable Feedback: “You showed a lot of initiative this morning in calling patients with pending treatment to get the schedule filled after it had fallen apart. We wouldn’t have hit our team’s daily production goal if you hadn’t, so thank you for taking on that task.”
Not Valuable Feedback: “Good job filling the schedule this morning.”
Ironically, a lot of the time, the most beneficial feedback (and therefore, in some ways, the most positive) is actually negative feedback. Yet, it’s the scariest to deliver and the hardest to receive.
But here’s something to keep in mind: people want corrective feedback even more than praise if it’s provided in a constructive manner.
In fact, in the Zenger/Folkman assessment of employee attitudes toward “positive” and “corrective” feedback, 72% of employees feel their performance would improve if their managers would provide corrective feedback.
Plus, you might think that the problem you need to address is something the recipient isn’t aware of already. But 73% of the time, your feedback isn’t going to be a surprise. And if you actually talk and work with the individual to come up with a plan to solve the problem, you’ll find that you can come up with a better and more comprehensive plan than you would have on your own.
In the end, the key to providing negative feedback effectively is preparation and compassion!
For the utmost efficacy of your corrective feedback, follow the 5 step method below.
Clearly state the topic of your feedback. Use a straightforward approach (don’t feed 'em a feedback sandwich), but make an effort to start positive by genuinely highlighting or recognizing good effort.
Be as precise, clear, and specific as possible (descriptive NOT accusative). Describe specifically what you have observed and the results or consequences of the person’s behavior. Don’t undermine your message with personal feelings (e.g. anger, frustration, disappointment). Nor personal comments (anything that suggests the issue is a personal characteristic rather than a behavior (which can be changed), such as: “you’re such a complainer” versus “you’ve been complaining”).
Ask for the other person’s point of view and really listen to what they have to say.
Discuss ways they could adjust their performance and steps they could take. Offer specific suggestions, if appropriate. Make sure to get their input by asking open-ended questions and waiting patiently for the individual to respond.
And depending on the problem, how improvement will be measured. It’s important that you offer your support throughout the entire process, follow up to ensure behavior improves (e.g. return & report, check-in), and recognize achievements in their progress with positive feedback and encouragement.
Now you know how to give constructive feedback, even in sensitive situations.
. . . but how are your communication skills?
You may want to brush up on the top 5 communication skills for workplace and life success:
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