Over the years, I have compiled a handful of tips that I share and try to refer to for my own benefit. The topic I want to share today is about giving feedback. Remember that this is my US-centric point of view, however I’ve used this with employees and peers in many countries around the world, but they always knew it was an American (me) giving the feedback.
Giving Feedback: Be direct, don’t exaggerate, and don’t make it sound more pleasant than it is. And keep the following in mind:
- Facts: Base the feedback on factual events. Stick to what you have observed and know, not on rumors.
- The Right Detail: Focus on the right detail (the big ones that matter), not all the other noise, but the specific thing you’re giving feedback on.
- Empathy: Offer understanding and be epenthetic, encourage joint problem solving – ask questions.
- Big Picture: Explain the big picture and how their action impacts it. How does the behavior affect individual or group goals?
- Considerate: Be very positive and focus on what you want, not what you do not want. Keep in mind the recipient’s perspective.
- Immediate: Give feedback immediately after the event prompting the feedback, but privately, not in front of others.
- Behavior: Keep it specific to their behavior. Don’t let your own views distort the specifics.
- Set a Goal: Focus on what to do next time. Set a goal to improve the behavior.
- Confirmation: Confirm the issues & goals
- Verify: Verify that they can do what needs to get the goal done.