Feedback on Your Feedback
Feedback – it's a universal part of our daily lives, whether we realize it or not. Feedback from our colleagues, friends, family, or even ourselves constantly shapes our growth and development. Learning to give effective feedback is an invaluable skill that can propel leaders, team members, and humans forward in all interactions. The impact it has on our personal and professional lives is profound, as feedback is a compass that guides us toward improvement.
Consider the below to take your feedback to the next level.
Use Actionable Language
By using behaviorally focused action words in feedback, we can transform the way we communicate and foster growth. Encourage action by framing your feedback in terms of actionable steps. When giving feedback, you should use verbs (action words). What did the person DO or SAY? Telling someone, “You were rude during yesterday’s meeting” isn’t enough. Rather, share what the person did or said that was rude. “During the meeting yesterday, you continued to interrupt Bob, and you were texting on your phone numerous times”. Using action words provides clarity around not only what happened, but also provides a clear path forward, making it easier for the individual to take meaningful action.
Using behaviorally focused action words can also shift the focus from criticism to growth. It can depersonalize feedback by making it objective and encourage a growth mindset that helps individuals see feedback as an opportunity to learn and develop. This approach is more likely to be well-received and acted upon.
Be Specific
Instead of vague statements like, "You need to improve your performance," try using behaviorally focused action words to pinpoint the issue. For example, "I noticed that you missed two project deadlines last month." Specificity not only clarifies the problem but also makes it easier for the recipient to understand and address it.
Be Timely
Feedback should be delivered no later than a few weeks after the event you will be discussing. Most of us have trouble remembering what we had for dinner a few days ago, so expecting someone to remember occurrences after an extended period is unreasonable.
Special Note: If you are giving someone performance evaluation feedback, most of what is within that evaluation should already have been shared with that employee. Discussing specific examples of role contributions once or twice a year and expecting that individual to fully recall those instances, is unrealistic.
Feedback is a cornerstone of development. The above feedback tactics are powerful tools to add to your feedback arsenal to help guide others forward.
I help improve feedback skills through my coaching, cohort or development programs. If you’d like to learn how I can help your leaders and teams, I’d love to connect.