Why Feedback Matters and How to be Good at it

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Abstract

blic allows an opportunity to recognize the high-quality performance your colleague provided and give them a little ego boost as well.</p><p id="2ecc">In contrast, you should give corrective feedback in private. This type of discussion is often met with disagreement, hurt feelings, or dismissiveness. None of those are pretty. Better not to put these types of responses on public display</p><blockquote id="d405"><p>There are two things people want more than sex and money… recognition and praise. <b>– Mary Kay Ash</b></p></blockquote><h2 id="7098">Talk about behavior</h2><p id="b9c1">It is the behavior that is good or needs correction. When you focus on the behavior, you reduce the need to defend. That should help to find a solution you can both agree on. Also, discussing the exact behavior leaves little space for blame, assumptions, or more subjective aspects of the critique. Behavior is the tip of the iceberg, what lies underneath is unique

Options

, complex, and has little to do with performance.</p><h2 id="24c9">Be specific</h2><p id="7c35">It is essential to be specific in your assessment. That helps the other person understand the problem and rectify it- or to keep doing the thing that is getting praised. When giving specific feedback, it is easier for the listener to understand the point precisely.</p><h2 id="ef75">Confirm understanding</h2><p id="7724">Feedback is no good if the other person forgets it the minute they are out of sight. Have them repeat the key points as you wind up the discussion. Then you can both agree on an action plan if necessary.</p><h2 id="c1b0">Say Thank You</h2><p id="474a">The other person gave you their time and attention. Thank them for that as a sign of respect.</p><p id="3c14">Giving authentic feedback with these steps will enhance others’ trust in you, help you get results, and let others know you care about their development.</p></article></body>

Why Feedback Matters and How to be Good at it

Giving feedback is an opportunity to help others improve. Regardless of if the person has done a wonderful or underwhelming job, providing honest and sincere performance-based observation helps the other person understand what they are doing right, what needs to be corrected, and how to develop. Here are five ways to give effective feedback:

Praise in public, correct in private

Most people like to be praised for a job well done. Therefore, praising good work in public allows an opportunity to recognize the high-quality performance your colleague provided and give them a little ego boost as well.

In contrast, you should give corrective feedback in private. This type of discussion is often met with disagreement, hurt feelings, or dismissiveness. None of those are pretty. Better not to put these types of responses on public display

There are two things people want more than sex and money… recognition and praise. – Mary Kay Ash

Talk about behavior

It is the behavior that is good or needs correction. When you focus on the behavior, you reduce the need to defend. That should help to find a solution you can both agree on. Also, discussing the exact behavior leaves little space for blame, assumptions, or more subjective aspects of the critique. Behavior is the tip of the iceberg, what lies underneath is unique, complex, and has little to do with performance.