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Oufedjikh Hafida
Morocco
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How to Give Constructive Feedback? Models and Tips
I would like to gather methods and best practices on giving constructive feedback... Perhaps you are using a particular feedback model, or do you have other tips? Thanks!
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John Prpich, USA
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Best Practices on Constructive Feedback Conducting a performance coaching
1. Make it as immediate as possible
2. Have your facts - gather all the relevant information, such as:
- Specific behaviors - use behavioral statements to identify the issues
- Dates- when, where, what time
- Impact of behaviors on guests and other colleagues - how is their behavior effecting others
- Consequences-this is most often the step missed but the most critical
The other key in providing feedback is language and word choices, the right words can motivate and of course the wrong words can demotivate. For example, we teach individuals to say, "You would be more effective if you...". This is a positive approach to helping someone move forward or closer toward the goal or expectation.
The actual session would look something like this:
Performance coaching feedback session steps:
1. Describe what you know
2. Ask for the employees interpretation
3. Explain why it’s important to change
4. Working with the employee, develop a plan to improve
5. Summarize the conversation
6. Document.
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KATHRYN PAWLEY STEINER, USA
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Best Practices in Constructive Feedback With aspirations of being an employer myself someday... I hope not to have too many formal feedback sessions... Since issues should be addressed on an ongoing basis, due to a management open door policy...
Constructive feedback... the discussion should be framed in a positive light... to begin with...
Outlining the contributions and strengths of the individual... Never say "you should," instead use terms such as "I suggest" or something similar when suggesting behaviors for change.
Constructive criticism must be presented with the understanding that all involved believe and will work to change the behavior..
Ongoing coaching could also be an element to change the behavior...
A situation arises if the individual believes they cannot, or they do not want to work at making constructive changes.
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Javier Elenes
Business Consultant, Mexico
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Colored Performance Measurements - Green, Yellow and Red Dear Mr. Hafida, my advise is to use colored performance measurement: green if they comply with their goal, yellow with a "minor" deviation versus the goal and red if the measurement has a "major" deviation versus the goal.
Tell to your people: " I can understand that you have some issues in yellow but it is l not OK that they turn to red. The idea is early detection of the yellow flag and do something to avoid it turns red.
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roberto gerace
Teacher, Italy
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Tips to Give Effective Feedback Certain rules belonging to an effective feedback are (with no regard to its positive or negative essence):
1. Be specific with facts. Avoid general conversation
2. Clarify your expectation, with regards to goals or standards. If necessary, state them again.
3. Be assertive. No complaining nor avoiding reality
4. Make it fast. There is no need for ambiguity
5. Listen to reaction, honestly
6. Thank for future effort.
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KATHRYN PAWLEY STEINER, USA
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Best Practices in Constructive Feedback Prompt response is a common theme in constructive feedback.
I agree that listening and conveying honesty in seeing a win-win outcome for the organization and employee is essential.
I also agree with having the employee acknowledge the corrective steps that will be taken, and also contribute to a joint corrective plan that will be most effective for them to complete. If a corrective plan is created solely by management, then it is unlikely to be effective.
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Jayant Damle
Entrepreneur, India
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Best Practices in Constructive Feedback Technically, in a controlled system it is mathematically proven that feedback loops lead to improved output/outcomes.
We can create a feedback culture around us to enable a thick pipe for the feedback loop and the fundamental theme I believe in: think of feedback as a gift process... So give a gift of feedback and receive a gift of feedback!
We have realised very good managerial and leadership effectiveness improvements using the above two themes on feedback.
A technique we use to present feedback - EARS
E - Event
A - Action taken
R - Resultant outcome
Which observed in comparison with intent for the action becomes a rather powerful buy-in for the gift receiver.
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Norihan
Professor, Netherlands
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Best Practices in Constructive Feedback The best way of giving feedback depends on the type of task.
Some tasks may need scheduled feedback, face to face feedback or written feedback to keep records.
Some task just require verbal feedback or over the email.
No matter which task we are dealing with, the idea is this feedback is very important for the employer to ensure that all the tasks given to the employees are done appropriately and accordingly to the time frame and target.
The way of this "monitoring" also depends on the organizational culture and ethics that have been accepted in an organization.
Both parties need to understand their responsibilities well on every single duty that is given to them. Then the feedback becomes very easy and a win-win situation will be achieved.
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Tinus van der Merwe, Saudi Arabia
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Focus on Strengths Identify the performer's strengths (Marcus Buckingham has a very useful tool to use, see his book "Now, Discover Your Strengths: How to Develop Your Talents and Those of the People You Manage"). Focus on those and how to capitalize on them.
Of course, if the performer falls short on essential key competencies, just get him/her to a reasonable level, and then continue to focus on strengths. This approach steers one to a constructive approach to feedback, where one can follow all the excellent advice in this forum.
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Da Silva Alexandre
Brazil
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Performance Measurements Methods You need to discuss about facts, situations that happened and then I show a table created by me (Excel) with grades about each activity. That helps to avoid subjective issues.
I agree with everything writen above, but you need something measurable to aim the direction, not just words.
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Madan Gopal Agarwal
Business Consultant, India
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Best Practice in Constructive Feedback: Self-appraisal Self-appraisal & analysis is the best feedback method.
Once responsibility areas and criteria for assessment are agreed upfront, let there be a self-assessment every quarter. Give the benefit of doubt if there is minor gap with your assessment.
Review the criteria and make it more unambiguous if the gap is large.
Wherever self-assessment gives lower scores, let the self-analysis and action plan be developed by the person. The process will mature over a short period. Keep on raising the bar rather than confronting and pointing out poor results.
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Prakob Chaibuntan
Teacher, Thailand
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3 Possible Practices in Constructive Feedback 3 ways of providing feedback
1. Use trustfulness
2. Emotional approach (reasoning, expertise and degree, authority, evidence)
3. Position power
I never use the 3rd one, often I use trus...
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Nicholas Virgilio
Coach, United States
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Giving Feedback in the Proper Way I view feedback as a gift someting that you give to someone because you care.
Either you want them to continue doing what they are doing (positive feedback) or you want them to improve or change the...
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Eva Henriksson
Management Consultant, Hong Kong
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Feedback - How to Avoid Denial or Defend.. A very good way of giving feedback is to address how you feel about a certain behavior and how it impacts you. Your feeling is undeniable and can't be opposed. The person receiving your feedback has t...
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Hema
HR Consultant, India
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SBI Model for Giving Feedback You could also use the famous SBI Model for sharing feedback:
Situation > Behaviour > Impact.
Describe the Situation including when and where, describe the specific Behaviour of the person (not your...
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Arif ur Rehman
Professor, Pakistan
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Giving Feedback Properly Good feedback needs to be:
1. Specific / also inform about good performance
2. Focused on behavior not intentions
3. Sharing information and observations
4. Well timed
5. Message is effectively c...
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Oliver Bernhard
Student (MBA), Germany
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10-Step Feedback Process Give feedback as soon as possible.
Give feedback only on behaviour or knowledge.
A possible process of giving feedback:
1. Introduce the feedback and say what you are talking about.
2. Tell the m...
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George Belsom, United States
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Another 10-step Feedback process Feedback is an ongoing process, but delivering proper feedback can be just as difficult as receiving constructive feedback.
After serving in the air force for 24 years and mentoring/developing leade...
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luckmore mutisi
Student (MBA), Zimbabwe
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Measureable Goals are Key For it to be effective both parties should agree on the goals which needs to be achieved. These goals should be measurable. If they are not it will be difficult to review them.
The key for successful...
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Paris Law, China
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Use Pluses and Deltas instead of Minus I like to use '+' pluses and 'Δ' delta during feedback sessions.
It allows a space for making a distinction between what was good and what can be improved upon.
Using a delta is an alternative...
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Maria Montero
Coach, Venezuela
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Be Kind, Ackowledge what Was Done Well First Giving feedback is an artful critique according to Goldman. It's focusing on what the person can do better, AFTER acknowledging the things he has done great.
Harry Levinson gives the following advice...
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M Y Zainudeen
Management Consultant, Sri Lanka
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Giving Constructive Feed Back Giving feedback or rather giving an impartial evaluation may be the most difficult task in a professional environment since it is to do something with human (mind, soul & emotion).
The sole purpose ...
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ANTONIO BARRANCO RUIZ
Director, Spain
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Some More Constructive Feedback Tips Constructive feedback should be based on an objective analysis of the behavior, without making subjective interpretations about attitudes. Human behavior is what we see people do or what we listen the...
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van Niekerk, Netherlands
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Constructive Feedback Feedback starts with thinking; thinking about what to say, how to say it and why you say it.
There's a big misunderstanding about feedback: a lot think that FB has to lead to a change. No way. Feedba...
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KATHRYN PAWLEY STEINER, USA
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Don't Pile up Too Many Issues Everyone has contributed relevent ideas that will be noted and applied. I completely agree with all the points Nicholas Virgilio touched on, as he provided food for thought, particularly in addressing...
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Arif ur Rehman
Professor, Pakistan
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DO's and DON'T's of Providing Good Feedback Good constructive feedback demands:
- Timeliness coupled with honesty
- Respectful coupled with humility
- Clarity coupled with action-ability
- Goal specific coupled with issue-specific
- Object...
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Dingemans, Netherlands
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Just a Simple Model on Feedback: BeFeReDe The BeFeReDe Model for feedback:
- Tell what you see or hear (Behavior)
- (Optional) Tell how it influences you (Feeling)
- Tell the effort (Result)
- Tell what you want (Desired)
Example:
- I s...
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Patrick Olliffe
Consultant, United States
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When and How to Intercede In providing constructive feedback it is advisable to:
1. Cultivate a climate where performance matters to you and your team.
2. For all key results areas, display performance feedback in chart or...
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Jack Cook, USA
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Performance Feedback Best Practices Forget the annual performance appraisal. Devote that time and energy into coaching & mentoring. Thus the employee knows continually how she or he is performing....
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abraham garshong, Ghana
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Best Practices in Constructive Feedbacks In my opinion, one reason why people do not make time to think through a situation and provide constructive feedback, is their past experience in how their contributions have been treated.
That's why...
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Prakob Chaibuntan
Teacher, Thailand
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Giving Constructive Feedback In the past, present and future, managerial persons act serious as if to keep their authority, but in fact such expressions unermine their authority. All will keep a big distance... So:
- Be trustful...
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Arif ur Rehman
Professor, Pakistan
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Constructive Practices Emerging from Constructive Feedback @Abraham Grshong: I find your observation very much valid. Unless one is provided a feedback on his/her feedback – an ethical and unbiased acknowledgement –regardless of its validity or otherwise, con...
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Prakob Chaibuntan
Teacher, Thailand
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Gaining Constructive Feedback Austerity never helps gain feedback, even with police and CEOs. A Thai proverb says "Hot water revives fishes, but cold water kills them".
Authoritative power meets 95% resistance. Austerity flies fe...
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KATHRYN PAWLEY STEINER, USA
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Listening and Taking Turns Contributes to Respectful Dialogue U.S. Supreme Court Judge Stephen Breyer stated that we should never speak twice, until everyone has spoken once....
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Arif ur Rehman
Professor, Pakistan
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The Duet Dance of Love... @Kathryn Pawley Steiner: an essential part of true listening is the discipline of bracketing, the temporary giving up or setting aside of one's own prejudices, frames of reference and desires so as to...
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ANTONIO BARRANCO RUIZ
Director, Spain
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Constructive Feed-back Being concrete and not eroding the person´s self-esteem. These are the keys to a good "Feed-back".
Feed-back can be positive (greeting or acknowledgment) or negative (critical). The positive is divid...
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Jaap de Jonge
Editor, Netherlands
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Related Learning on Feedback ❗Giving exact constructive feedback is not always the best thing you can do. Especially when your feedback concerns a complex task like managing, decision-making, or leading.
In such cases it ...
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Aniket Deolikar
Consultant, India
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Giving Good Feedback to your Employees Starts with LISTENING When you want to give good feedback to smart persons on how and where their performance can be improved, you need to practice active listening. Probably these people know their improvement area(s) the...
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Aniket Deolikar
Consultant, India
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How to Give Feedback Effectively? Let's emphasize on how important a feedback is for any process. Suppose you are a sports person you need to practice, then get feedback on that and according to that improvise in your practice and met...
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Munadil Shafat
Student (MBA), Bangladesh
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How to Give Critical Feedback the Right Way You may have heard the term "Feedback Sandwich" before. It is a way of giving critical feedback where your supposed feedback is wrapped with positive ones – one before and one after. The Feedback Sand...
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Jaap de Jonge
Editor, Netherlands
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Words to Avoid in Constructive Feedback The best way to give constructive feedback is to describe concrete behavior, do it timely (soon after the behavior), express the feedback as your viewpoint, and stay away from pointing fingers. Becaus...
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