15 TIPS FOR EFFECTIVE FEEDBACK – MAKING CONFLICT WORK
1. Feedback is communication to a person, or group, regarding the effect their behaviour is having on another person, the organization, the customer, or the team.
2. Positive feedback involves telling someone about good performance. Make this feedback timely, specific, and frequent.
3. Positive feedback in front of a group
(recognition) is a powerful motivator. Most
people want more recognition, so
recognition effectively drives more of the
behavior you want.
4. Constructive feedback alerts an individual
to an area in which his performance could
improve. Constructive feedback is not
criticism; it is descriptive and should always
be directed to the action, not the person.
5. The main purpose of constructive feedback is to help people understand where they stand in relation to expected and/or productive job behaviour. One on one constructive feedback is better for sensitive people or situations, group feedback can be a more powerful influence.
6. Effective feedback always focuses on a specific behaviour, not on a person or their intentions which implies a value judgements of the person. (When you held competing conversations during the meeting, when Mary had the floor, you distracted the people in attendance.)
7. Effective feedback is specific, not general. (Saying, "The report you turned in yesterday was well-written, understandable, and made your points about the budget very effectively." Works better than, "good report.")
8. Effective feedback describes actions or behaviour that the individual can do something about.
9. Effective feedback involves the sharing of information and observations. It does not include advice unless you have permission “Can I give you some advice?” or advice was requested.
10. Effective feedback is well timed. Whether the feedback is positive or constructive provide the information as close to the event as possible.
11. Effective feedback involves what or how something was done, not why. Asking why is asking people about their motivation and provokes defensiveness.
12. The best feedback is sincerely and honestly provided to help others be more effective. Trust me, people will know if they are receiving it for any other reason.
13. Whenever possible, feedback that is requested is
more powerful. Ask permission to provide feedback.
Say, "I'd like to give you feedback on the
presentation, is that okay with you?"
14. Check to make sure the other person understood
what you communicated by getting their feedback
(ask a clarifying question) or observing changed
behavior or body language.
15. Effective feedback is consistent. If the actions are great today, they're great tomorrow. If the
policy violation merits discipline, it should always merit discipline.