We seek feedback right from when we are young. It starts off with us finding out what our parents think of the pictures we draw, the stories we make up, how we look, dress etc. It continues into life when we start socialising and working and looking for affirmation from our peers. It’s all around us, it’s part of our daily life.
We probably don’t associate the word feedback with these activities. We’re not usually looking for criticism, constructive or otherwise, but this has to be part of the process, if we want honesty and openness from people.
If we are asked to carry out a task be it in the home or work environment we need to know that what we have done is right. This can normally be aided by having been given clear, concise goals or objectives and knowing what the outcome should be.
However, if we are the ones to provide the feedback there are techniques to soften how we do it. At the end of the day feedback is a way of letting others know how effective they have been in what they are trying to accomplish or how they are with others. It should provide an opportunity for learning but remember no matter how you give it, people can still react in a negative way.
There are plenty of articles you can read on feedback, the following are just a few tips for delivering feedback based on experience(s).
Deliver feedback in an encouraging manner
You may have heard of a feedback sandwich. Start off with a positive statement, deliver the critique (or negative feedback) you need in an encouraging manner and finish off with a positive.
For example: You may have asked someone to complete an article for you, but after reading it you feel you need to re-write most of it. You can’t just say this is rubbish. A nicer approach would be:
"Thanks for taking the time to do this article. I’ve had a read through it. I’m not sure it meets all the objectives of the article so I may have to tweak some of the information you have provided. . . . Thanks for getting it started for me."
A lesson here is to ensure you have thoroughly prepared that person for what you need.
State exactly what you are giving feedback on
You need to tell the person what it is you are giving feedback on ie a piece of work, their behaviour or dress standards etc. Be clear.
Be sensitive to the needs of the other person
If you know the person well or manage them, you should generally know how they like to be spoken to. Some need the softly, softly approach, others you can be a little more direct with.
Ensure that feedback focuses on behaviour that can be changed, rather than the personality of the person
Don’t be rude or insult the person you are giving feedback to. You should not attack the person’s personality for example saying “you really are stupid”. You need the feedback to have a positive effect. It could be that the person continually hands work in late. You need to focus on that and look at how this can be changed. Open questioning is a good way to do this, how, why, what type of questions.
Give feedback at an appropriate time and as near in time to the particular event as possible
If you have to deliver negative feedback, make sure you pick the most appropriate time. A word of advice don’t do it at the end of the day, especially if you know that person has had a fantastic day. You will bring them completely down. Of course if it’s positive feedback, then add it to their feeling of greatness!
If it’s behavioural feedback make sure you do it as close to when it happened or it will lose its power.
Ensure the feedback is well thought out and not impulsively given
Take time to think about how you need to give the feedback and what on. You need a clear head and not waffle.
Feedback must be of value to the person receiving it.
The end result of giving feedback is so that people can learn from it and still be motivated to carry out further tasks.