Communicating Feedback
Feedback is vital for improvement for anyone, be it an employee or a leader, but, to get the most out of feedback, you need to know how to communicate it well. As they say, communication is key. Theyâre not wrong.
So, how can you communicate feedback well?
Make Sure They Want to Learn
Whoever is receiving feedback needs to want that feedback and have a desire to learn from it if itâs going to be of any use. Communicating feedback to employees is all about learning, but the receiver controls the learning environment. This means that they have to want to learn how to take feedback to be successful.
The receiver must perceive a need for feedback. If the receiver already thinks they know it all, then they wonât be ready to learn from you. Let them create their own need by failing a couple of times first.
Itâs your job to make sure theyâre in this mindset when you give them feedback. If theyâre not, giving them feedback is just a waste of time. Wait until theyâre ready to hear it.
Give the Feedback in Multiple Forms
Feedback can either be written or verbal. It can be very effective to use both. You can give them a mix of clear and concise written feedback while verbally communicating comments about where they can improve along with areas they should continue as they are.
Thatâs just one way to do it, though. You need to figure out what works best for you while tailoring it to the needs of the receiver. Thatâs how you make the most out of feedback.
Clarify With a Scale
Scoring each area of your feedback with a scale also works well to communicate and clarify the feedback to the receiver.
Make sure youâre sure of your scores here. They have to be thought out and chosen wisely. Feedback has to be accurate, showing how you observed them closely and made good written mental notes. Otherwise, no one is going to take your feedback seriously.
Make Your Feedback Exact
Describe what happened, but donât make only general comments when giving feedback. It is much better to say exactly what was done well, or what could be improved upon. By providing specific examples, the receiver knows exactly where to focus their efforts to improve.
Donât just assume people know what youâre talking about or that theyâll read between the lines. You have to be clear, even if that means youâre being blunt. People much prefer knowing exactly what they did wrong rather than being aware that youâre upset with them without being sure what, exactly, it is that they did wrong.
Give Positive Feedback, Too
As a general rule, people enjoy getting positive feedback and donât like hearing too much negative feedback. Providing positive feedback shows support for their efforts and fosters more open learning.
Often, when you address someoneâs strengths, the flip side is a weakness that they then notice on their own. Start your feedback with positive statements. Once they hear that, theyâll be much more inclined to actively listen to you.
A good rule to follow is, for each negative, give them two positives that they should maintain.
Ensure Itâs Understood
When communicating feedback, keep in mind that the message delivered isnât always the message received. Check-in with the receiver to ensure that they understood you correctly, even if this requires them to repeat their understanding of what you said.
Not only does all this ensure that you are both on the same page, but it also helps make sure the feedback sinks in. When the receiver states that they agree with your feedback, you know theyâve absorbed it. If the receiver disagrees or is confused with any of the feedback, discuss it further until they are clear on it.
Great leadership knows how important communicating feedback is. Without it, your employees, you, and your company are at a standstill. Communicating feedback correctly is the key to improvement!
Do you have any tips on giving and receiving feedback? Let me know in the comments below!
I help executives at large brands transform their customer experience to win in todayâs digital world. Message me to learn more. WSJ Bestselling Author & Consultant, Top 10 Digital Transformation Influencer
2yInsightful read, Cameron! âGive Positive Feedback, Tooâ - YES! Positive feedback is a great source of motivation. Employees will be more willing to improve if they receive positive feedback too. Besides, itâs always good to recognize good work.
â¡ Helping Experienced Coach-Therapists to Scale With Workshops | 2*TEDx | Int. Speaker | Best-Selling Author
2yAbsolutely agree! It's a skill to give great feedback!
VP of OPERATIONS at Glen Raven
2yOver my 30 year career, I have learned that most folks don't show up to fail. If they are failing, a good leader will to teach them what winning looks like in every aspect of their job.
FFL | Board Certified Lyme, Mold, Panic Coach | Operations Consultant | Veteran Psychedelic Care Advocate
2yWhat gets measured gets managed. -Peter Drucker