How To Truly Give (And Receive) Meaningful Feedback At Work

Free Coaching Series — Episode 5

Feedback… that terrifying word we all go through at some point in our careers.

And I say terrifying because it is like going to the Dentist. Your first experience will set your tone with it. And it will take a long journey to recover from it and trust again… just like the Dentist!

However, we can’t be afraid of Feedback because we can’t avoid it. It is all around us, every time, in our words, gestures, and thoughts.

When done effectively, Feedback provides multiple benefits for Organisations, leaders, and, of course, employees:

1. Improve Performance: Constructive Feedback helps employees understand their strengths and weaknesses, enabling them to make necessary improvements. It can be a catalyst for better job performance and productivity.
2. Employee Engagement: Employees who receive Feedback acknowledging their efforts and contributions are more likely to feel engaged and motivated. This, in turn, leads to higher job satisfaction and retention.
3. Skill Development: Feedback guides skill development. It helps employees identify areas where they can enhance their abilities, making them more valuable contributors to the organisation.
4. Conflict Resolution: Constructive Feedback can address conflicts and miscommunications, fostering a healthier and more collaborative work environment.

However, Feedback can have a nasty impact on people and Organisations when not done correctly.

It can break your culture, demolish trust, create a lack of engagement and increase employee turnover. Worst can be heavy psychosocial impacts that generate issues in other spheres of life.

Then, how do you give meaningful Feedback? You can find different models on Google that are easy to use and have templates and guidelines.

So, this is not an article to give you another model. This is to help you choose what to look at when you are starting your feedback journey:

1. Timeliness: Feedback should be provided as close to the event as possible to ensure it remains relevant. Delayed Feedback may lose its impact.
2. Be Specific: Vague Feedback can be confusing and unhelpful. Instead, focus on specific behaviours and outcomes, using concrete examples to illustrate your points.
3. Balanced Approach: While addressing areas for improvement, also highlight the employee’s strengths and successes. A balanced approach creates a more supportive and motivating atmosphere.
4. Constructive and Positive Tone: Avoid criticism that is overly negative or personal. Instead, frame your Feedback in a constructive and positive tone. Offer solutions and suggestions for improvement.
5. Active Listening: Encourage employees to share their perspectives and thoughts. Effective Feedback is a two-way conversation, not a one-sided lecture.

What about receiving Feedback? Well, you need to keep an eye on the above; however, for the person receiving, Feedback there is a conscious awareness that needs to happen to truly embrace what others are saying to you.

The easy thing to do when receiving Feedback is to set ourselves in a defensive position. Which undermines the Feedback itself and the relationship with the other.

Receiving Feedback takes work. You need to:

1. Open-Mindedness: When receiving Feedback, maintain an open mind. Avoid becoming defensive or dismissive. Remember that Feedback is an opportunity for growth.
2. Ask for Clarification: If the Feedback needs to be clarified or clarified, ask questions. This demonstrates your commitment to understanding and improvement.
3. Reflect and Self-Assess: Take time to reflect on the Feedback provided. Consider how you can use it to enhance your performance and skills.
4. Action Plan: Develop an action plan based on the Feedback received. Set clear goals for improvement and regularly check in on your progress.
5. Express Appreciation: Regardless of the nature of the Feedback, express gratitude to the person providing it. This shows that you value their input and are committed to growth.

As a final tip, if you still need help choosing Feedback models, here are a few below for beginners:

1. Star/Stop/Continue: Focus the conversation on what the person should start, stop, and continue doing.
2. SEED: First, (S) Set the Scene. This is the place where you will provide Feedback. Second, (E) Explain your point of view using behaviours, situations, impacts and consequences. This, (E) enquire about your point of view and if it makes sense for them. Finally, (D) Design a solution together.
3. SBI: Situation (what happened), Behaviour (What the person did or acted), and Impact (what was the consequence of that behaviour)

When you are giving Feedback, the most important thing is to keep it honest, read the environment, and help the person to co-create a solution together.