Workplace wins: how to give great feedback
Many years ago I sat in the office of a distinguished historian awaiting his feedback on my first undergraduate essay. It didn’t start well: “What does this mean? and this and this?” I had no answer. Red lines slashed across the pages. My heart sank. I felt small and stupid.
Then, “This. This is good.” Rejoice! I would have trampled anyone between me and the library in my haste to prove to him that I could write more good bits.
I’m not recommending this exhausting approach. However even tough criticism can be a gift. It builds confidence so when you finally hear, “This is good” you believe it.
“80% of employees who say they have received meaningful feedback in the past week are fully engaged.”
Most leaders and line managers hate giving feedback and very few ask for feedback themselves.
Yet targeted, evidence-based feedback, expertly delivered, is one of the most effective ways to encourage growth, in individuals and in teams.
If you’re giving feedback:
· Aim for several times a week and within 24 hours of the observed behaviour
· Keep it energising and actionable
· Remember it’s their choice whether to take the feedback or not
· Be clear that the feedback is from your perspective
· Avoid ‘but’: we ignore whatever’s said before it. Use ‘and’ instead
· Keep feedback focused - and future-focused
· Step into their shoes
· Remember that feedback is about giving people the opportunity to learn.
“The ability to learn is the most important quality a leader can have.””
A good, simple format:
1. Evidence: from your perspective. They may not agree
2. Inference: your perception of what was going on for them
3. Impact: how this impacted you, them and others
If you’re receiving feedback:
· Respect that the feedback is from someone else’s perspective
· Remember it’s your choice whether to take it or not
· Look for the evidence and the opportunity to learn
· Listen
· Look for the value and remember not all feedback is accurate
· An emotional response suggests the feedback is probably true.
Top tips from the experts:
From Adam Grant: “I’m giving you these comments because I have very high expectations of you and I’m confident you can reach them.”
From Daniel Pink: If you really don’t like getting feedback then ask, “What advice would you give me to make this better?”
From Simon Sinek: “If you get feedback, say thank you - we’re telling you these things because we want you to grow.”
From Sheryl Sandberg: “Feedback is an opinion, grounded in observations and experiences, which allows us to know what impression we make on others.”
Ultimately, creating a feedback culture begins with a leader who asks for feedback and responds positively. Modelling that everyone has room for improvement sends the clear message that negative feedback is universal, not personal.
