Do you dread giving feedback? I certainly do - gives me sweaty palms and makes me restless. But denying feedback is denying the opportunity for the person to grow.
Any feedback is aimed at achieving a positive outcome by providing someone with comments, advice, or suggestions that are useful for their work or their future. It can be an incredibly useful tool to help employees get more satisfaction out of their job by increasing success and improving their attitude towards development. It does not matter if you are a manager in a large or small organization and if you are a beginner or an experienced one; providing feedback which is positive can help strengthen your team. So, what are some ways we can get better at giving feedback? When providing feedback, adopt a positive and solution-oriented approach. Be specific and provide examples to support your observations. Focus on behaviors and outcomes rather than personal attributes. Verbs are better than adjectives because they leave less room for interpretation. Let’s demonstrate this with a scenario -
Scenario: John is a capable and dedicated employee, but lately, he has been responding and behaving rudely to his co-workers and clients. Instead of admonishing, you need to assure him that you have seen his work behavior change and would love to find the solution for it.
Feedback: “John, I know how committed you are to your work and we are really happy that people like you are working in our organization. But recently I have noticed that you raised your voice a few times and used short, snappy sentences with a client yesterday.” That is why I have decided that I want to discuss with you if you are facing any problems
regarding your work so I can help you with that.
Another way of making the feedback effective is giving it on the right time and place Traditionally it was believed that feedback should be provided immediately after a task is completed but,research has proven that immediate feedback can affect the self-evaluation process of an individual. Allowing the learner a little time to reflect on their own performance encourages them to reflect on their movements before external feedback is provided. Feedback should always be given in a one-to-one or in a private or appropriate environment, this fosters a sense of trust which enhances the effectiveness of the feedback
Scenario: You are a manager at a marketing agency, and one of your team members, Sarah, recently gave a presentation to a client. After Sarah's presentation, you arrange a private meeting with her later in the day. During this meeting, you provide constructive feedback in a supportive and constructive manner.
Feedback: "Sarah, I want to commend you on your presentation. Your research was thorough, and your slides were visually engaging.However, I noticed that you spoke quite quickly during some parts of the presentation, and it made it a bit challenging for the client to follow. Also, consider using more real-world examples to illustrate your points.The pace of your speech can affect the clarity of your message, and relatable examples can make our recommendations more persuasive.
In this example, providing feedback in a private meeting allows for a focused and constructive discussion. It gives Sarah the opportunity to absorb the feedback.This approach ensures that the feedback is delivered at the right time and place for maximum impact on her professional development.
“Feedback is an opinion, grounded in observations and experiences, which allows us to know what impression we make” - Sheryl sandberg
Sheryl Sandberg, the former COO of Facebook, possesses a unique approach when it comes to responding to feedback. Even when a conversation or presentation has been generally successful, she doesn't allow positive outcomes to overshadow areas that require improvement. Her feedback style is characterized by immediacy and a thorough acknowledgment of accomplishments. What sets her apart is her sincere approach; she avoids the common practice of "sandwiching" feedback—inserting criticism between insincere positives.
Instead, Sheryl's feedback methods are both gentle and straightforward. When she senses that the other person may be overlooking an issue, she becomes more direct in her communication. However, she takes care not to personalize the feedback or make it about an individual's intrinsic traits.
Feedback is also a two-way street, learning how to receive feedback is just as important as giving feedback to continue your growth within the workplace. Receiving feedback effectively is a multi-step process that involves active listening, thoughtful consideration, and a willingness to learn and grow. Approaching feedback with an open mindset, instead of becoming defensive, view it as an opportunity to learn and improve. Take a moment to reflect on the feedback and consider how it aligns with your goals and objectives. Be receptive and ask clarifying questions if needed to gain a deeper understanding. Thank the person for their input, as it demonstrates your maturity and willingness to accept criticism gracefully. After the feedback session, take time to digest the information and create an action plan for improvement. Seek support or guidance from mentors, colleagues, or supervisors to help you implement changes effectively. Constructive feedback is a valuable tool for self-improvement, and by embracing it with professionalism and a growth mindset, you can enhance your skills and contribute positively to your workplace.