Reading time: 4 min.
1. Be specific and timely
1.1 Specificity and timeliness are the two pillars on which effective approaches to providing feedback are based. Ignoring them creates the preconditions for obviously ineffective feedback.
1.2 Remember that the less time has passed since the event about which you are giving a feedback, the better. Moreover, the count is not in weeks and days, but in minutes and seconds. Please pay close attention to this. Amazing results can provide positive reinforcement within seconds of action.
1.3 Avoid vague and general language. Be specific and brief about the most important things.
2. Focus on behavior, not personality
2.1 Give feedback about behavior, action, but not personality. If this simple rule were applied more often, the atmosphere in the industry would become much more comfortable.
2.2 Unfortunately, managers often mix behavioral and personality feedback (sometimes consciously, sometimes not), which leads to psychological blocking of employees from receiving feedback. They seem to freeze, shut down, and become less and less responsive to feedback.
2.3 Give feedback 1 on 1, privately, in person. Give praise loudly and publicly, but full feedback is best given in private.
3. Use the sandwich method
3.1 The sandwich method - alternating positive and negative - is especially helpful at the very beginning of a manager’s journey in learning to give competent and effective feedback.
3.2 With a positive start and close feedback (and a negative middle) from the manager, the employee is more likely to leave feeling balanced, with no hard feelings, but with an awareness of what needs to be improved.
4. Ask for input and feedback
4.1 Feedback is a mutual regular process, which is an integral part of building strong relationships and a good psychological atmosphere in the team.
4.2 Determine the most appropriate feedback format for each of your team members. Be sincere and caring when giving feedback. Be grateful for any feedback - it helps you improve.
4.3 Give feedback only if you are in a good mood. If you feel like today was a hard day and you need to give feedback, give feedback on another day. Remember that it's often not what you say that matters, but how you say it.
5. Follow up and support
5.1 Feedback is the first step to action. The purpose of feedback is to help a team member become better, achieve goals, and bring value.
5.2 Be sincere in your desire to help each of your team members. Share your experience, support and care for them.
5.3 Create an atmosphere of mutual support around achieving team and personal goals. A person spends most of his life at work - so let work take care of his life!
Key points
1. Feedback is one of the parts of a healthy relationship, a tool that allows you to prevent problems in the team and achieve goals. It takes years to develop the ability to use this tool competently.
2. Be an example, show how to give feedback. A large number of people suffer every day from sharp, unkind criticism aimed not at development, but at destruction. Please create a culture that everyone wants to be in.
Good luck!
1.1 Specificity and timeliness are the two pillars on which effective approaches to providing feedback are based. Ignoring them creates the preconditions for obviously ineffective feedback.
1.2 Remember that the less time has passed since the event about which you are giving a feedback, the better. Moreover, the count is not in weeks and days, but in minutes and seconds. Please pay close attention to this. Amazing results can provide positive reinforcement within seconds of action.
1.3 Avoid vague and general language. Be specific and brief about the most important things.
2. Focus on behavior, not personality
2.1 Give feedback about behavior, action, but not personality. If this simple rule were applied more often, the atmosphere in the industry would become much more comfortable.
2.2 Unfortunately, managers often mix behavioral and personality feedback (sometimes consciously, sometimes not), which leads to psychological blocking of employees from receiving feedback. They seem to freeze, shut down, and become less and less responsive to feedback.
2.3 Give feedback 1 on 1, privately, in person. Give praise loudly and publicly, but full feedback is best given in private.
3. Use the sandwich method
3.1 The sandwich method - alternating positive and negative - is especially helpful at the very beginning of a manager’s journey in learning to give competent and effective feedback.
3.2 With a positive start and close feedback (and a negative middle) from the manager, the employee is more likely to leave feeling balanced, with no hard feelings, but with an awareness of what needs to be improved.
4. Ask for input and feedback
4.1 Feedback is a mutual regular process, which is an integral part of building strong relationships and a good psychological atmosphere in the team.
4.2 Determine the most appropriate feedback format for each of your team members. Be sincere and caring when giving feedback. Be grateful for any feedback - it helps you improve.
4.3 Give feedback only if you are in a good mood. If you feel like today was a hard day and you need to give feedback, give feedback on another day. Remember that it's often not what you say that matters, but how you say it.
5. Follow up and support
5.1 Feedback is the first step to action. The purpose of feedback is to help a team member become better, achieve goals, and bring value.
5.2 Be sincere in your desire to help each of your team members. Share your experience, support and care for them.
5.3 Create an atmosphere of mutual support around achieving team and personal goals. A person spends most of his life at work - so let work take care of his life!
Key points
1. Feedback is one of the parts of a healthy relationship, a tool that allows you to prevent problems in the team and achieve goals. It takes years to develop the ability to use this tool competently.
2. Be an example, show how to give feedback. A large number of people suffer every day from sharp, unkind criticism aimed not at development, but at destruction. Please create a culture that everyone wants to be in.
Good luck!
