When I was a young manager, I was panicked by the idea of giving feedback – until I was given a clear 3-step methodology to have ego-less, collaborative, and actionable feedback conversations. Having a feedback conversation is about preparing yourself mentally in order to avoid being judgmental – towards yourself or towards the other person. Our previous post was about overcoming your fear of feedback. This article lays out three simple steps to give constructive feedback in a way that contributes to your team members’ personal development.
1. Prepare the conversation
- Remind yourself why you are giving feedback. Your goal is to improve the situation or the person’s performance. You won’t accomplish that by being harsh, critical or offensive. Focus on the person’s personal development needs: what can the person learn from your feedback? Similarly, feedback is not about venting your own frustration. Rather it is about clearly explaining the rational and emotional effects on you or the organization/business of the other person’s behavior. This is also why it is important that you describe your own emotions: don’t let the other person make assumptions about them.
- Double-check your facts. Good feedback needs to be fact-based. Take the necessary time to gather all the facts and to cross-check them. Get input from several people: we all have our own biases, and you want to develop an objective picture of the reality. It also shows that you have taken the time to prepare it. The last thing that you want in a feedback conversation, is to start debating whether you have your facts right. CLICK HERE TO CONTINUE READING.