How to Give Constructive Feedback in 6 Easy Steps
I am constantly amazed how little feedback my individual leadership coaching clients get at work.
Perhaps in a coaching session, they’ll talk to a challenge they’re dealing with and how they’re trying to solve it and I might ask them what feedback they have had.
Often they’ll say “none at all”.
Gallup research consistently tells us that ‘employees who receive frequent, meaningful feedback from their managers are significantly more engaged and higher performing than those who rely on annual performance reviews.’
Annual performance reviews are valuable but feedback 360 days after the event is likely to feel out of context.
Which means the chance to adjust behaviour is dramatically lessened.
For me, constructive feedback is a frequent thing.
Even better, on the spot.
This means you can call out something straight away – and the person receiving feedback knows exactly what you’re referring to.
Equally, with constant feedback, good work gets noticed and acknowledged thus building competence and autonomy.
How Do People Like to Receive Feedback?
Over the years I have learned that everyone likes to receive feedback differently.
For some people they like public feedback – for others, private feedback is more comfortable.
But one thing is certain: giving feedback as soon as you can always trumps waiting.
After all, a single piece of feedback can absolutely change how you work – and the results you get too. So why wait?
Often is not often enough when it comes to giving (and receiving) feedback!
How to Give Constructive Feedback in 2 Minutes
How you give feedback really matters.
Here are 6 tips to improve how you’re giving feedback and making sure it lands well.
Tip #1
If you’re feeling rushed, angry or frustrated it’s probably not the best time to share your feedback. So wait til you have calmed down so you can be constructive and objective.
Tip #2
Start with a positive comment first: “These are things you did well just now… XYZ.”
The aim is to get the person feeling positive and therefore more receptive to hearing your next piece of feedback.
Tip #3
Invite them to review their own action and behaviour first.
Sometimes this can be even more powerful than you just giving your own perspective on how their comments landed:
“So, how do you think that went?”
Tip #4
Make your feedback specific and about behaviour (not the individual themselves):
“Did you notice in the meeting, when you did X today, it had this impact [insert unhelpful impact]?”
Tip #5
Call out their positive intent.
You might follow up with, “It was interesting – because I could see your intention was to [Insert positive intention]. However, it felt that the response was more [insert negative response].”
Note this is a statement, not a question. You’re making an observation and inviting them to draw their own thoughts and learnings.
Tip #6
Invite them to decide on a fresh course of action, remembering to end the feedback with a positive note,
“You’re doing a great job!”; or
“We’re on track and I can see you’re really invested.” or
“We all benefit from feedback from time to time, myself included!”
