7 Tips for Giving Feedback

So giving & receiving feedback is easy right?

Maybe not always – but discussing performance, suggestions for improvement & goals for the future are some of the most important communication topics you can engage in with members of your team. So don’t shy away from them.

1. Environment / Location 
If you’re providing positive feedback or accolades you may provide it in a team meeting to reward and recognize the individual. However if the feedback is constructive, be mindful of the environment and location. A office with a round table is often a comfortable environment.

2. Timely
When something needs to be said, say it. The closer to the event you address an issue, or praise high performance or a job well done the better. Feedback isn't about surprising someone so the sooner you do it, the more the person will be expecting it.

3. Preparation 
Having an agenda or script ensured you are clear about what you want to cover and say and nothing is missed. It also ensures that you stay on track and don’t run over time.

4. Frequency 
Intraday, Daily or Weekly catch up’s are vital, depending on the level of feedback being provided. People then know where they stand all the time. There are few surprises and problems are identified & resolved before they can get out of hand.

5. Talk to the Facts & Be specific 
Have facts, statistics or specific incidents [dates and times] prepared to reference. A feedback session should discuss no more than two issues. Too many agenda items may leave the person feeling attacked and demoralized. You should also stick to behaviors the person can actually change or influence. Example: if someone is regularly late – refer to the dates, time late and reasons – don’t just refer to them being frequently late.

6. Provide Solutions 
Ensure you’re both on the same page and understand the next steps. The main message should be that you care and want to help the person’s professional development. Set goals and make plans to monitor and evaluate progress.

7. Provide Solutions 
Ensure you’re both on the same page and understand the next steps. The main message should be that you care and want to help the person’s professional development. Set goals and make plans to monitor and evaluate progress.

The whole purpose of feedback is to ensure continuous improve and high performance. You need to measure whether or not that is happening and then make adjustments. Document your conversations so you can refer back to previous actions and to assist in discussion around what is working and what needs to be altered to achieve your goals and targets.