Feedback

Is a gift, is easy to do and can get great results if done right... Here are 3 models to consider for how to give feedback

Situation: describe the situation, e.g. “In yesterday's staff meeting”
Behavior: describe the person’s actual specific behavior, e.g. “… your positioning of the agenda to customer goals”
Impact: "gave everyone a clear sense of direction and their individual goals"

Ask for permission: “May I give you some feedback?”
Describe behavior, e.g. “When you gave Jane advice on test coverage …”
Describe impact, e.g. “… this helps her, and us as a team, produce better-tested code.”
Next steps: for positive feedback, thank them, e.g. “thanks, keep it up”. For negative feedback, ask for a change, e.g., “can you do something different next time?”

Frame the discussion: Describe the situation without judgement, "I'd like to discuss yesterday's sales presentation"
Uncover employee perspective: Ask for the employee’s point of view, "What's your sense of how it went?"
Consider the impact: Help the employee identify the impact of the issue on others, "What could be the impact if this continues?"
Clarify the structure: Clarifying relevant policies, procedures, or guidelines, " “Meeting our deadlines is a key customer expectation.”
Explore next steps: Co-creating next steps empowers and motivates employees (See my other Self Determination posts), “How do you think we might address this issue?”

Address behavior when it happens: Waiting 3 months to tell an employee they exceeded expectations or were below standard devalues the feedback and damages your credibility with that employee
“Catch” someone doing something right - recognize good!
"Call out” something that they could have done better
Document the feedback you give - keep a journal or file on each employee
Clarify what good looks like or what needs to be improved; make it experiential vs. being told
Keep feedback balanced over time
Give examples Every. Single. Time.
When giving constructive or aligning feedback? Do it in private.

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