Feedback fundamentals
When?
Give and receive regularly
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Frequent to keep it meaningful
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More than once per month
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Can even be in the moment
Who?
All people
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Leaders to individuals in their team
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Individuals to their leaders
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Peers to peers
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Partners
Specific information shared with an individual (or a group) about how they performed in a specific situation
Based on what was said or done, how it was said/done and when it was said/done – not on beliefs, attitudes, intentions
Positive and constructive input to recognise someone and show them what they can change to be more effective
How to make feedback effective
78% of employees said being recognised motivates them in their job
65% of employees said they wanted more feedback
01.
Prepare the feedback
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Is what you want to say going to benefit the recipient?
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Where possible plan the feedback (see the feedback preparation template below)
02.
Introduce the conversation
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Ask permission, then agree on best timing and place
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Be discrete. Avoid giving feedback in front of an audience
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Confirm your motive – “I would like to give you some feedback because…”
03.
Describe the behaviour
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Be clear on what was said and done, how and when – “I’ve noticed”
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Own what impact the behaviour is having on you by using ‘I’ in your feedback
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Keep it simple, with the language you use and how much you say
04.
Make space for conversation
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Ask the recipient for their perception of the situation
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Be prepared for defensive talk and resist responding
05.
Clarify the way forward
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Suggest or request what the recipient can do again or differently to be more effective
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Agree on next steps
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Thank the recipient for their time and input
4/10 Employees are actively disengaged when they get little to no feedback
10% of Fortune 500 companies have replaced formal performance evaluations with regular and immediate feedback
Feedback preparation template
1| Think about recent situations of working with this person
2| What did this person do/say well? (Identify at least one specific example)
5| What practical suggestions can you share with this person to encourage and enable them to be more effective?
3| What could this person have done differently? (Identify at least one specific example)
4| Note down specific positive and constructive feedback for this person What did they do/say? How did their actions/words impact on your work? How did their actions/words impact on others?
“I think it's very important to have a feedback loop, where you're constantly thinking about how you could be doing things better”
- Elon Musk