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The art of giving feedback

How you can give feedback that is factual, clear and constructive

Pratique


Aim

Helping a colleague, employee or manager strengthen or develop their skills, mindset or experience with constructive comments: that’s what feedback is really about. The aim of feedback isn’t to provide a performance review or an annual appraisal.

It’s a communication process that encourages cooperation and the resolution of conflict. The aim is to be clear and coherent, whilst being open and comprehensive at the same time.
Marshall Bertram Rosenberg

Instructions

Time needed: 30 minutes

Materials:

Feedback is not a way of justifying your actions, covering yourself or scoring points, nor is it a way of publicly praising or reprimanding someone!

When giving feedback, always keep in mind that the aim is to help the other person grow and improve.

Key steps

  1. Before anything else, clarify the aim of your feedback and make sure that you know the specific matter you want to address. Think about what tensions may arise in advance, so that you can handle them calmly on the day.
  2. Prepare for the interaction by prioritising 4 or 6 key points in your mind. This way, you’ll be able to properly construct your feedback, be as explicit as possible, and go in with the right mindset.

Below are the key elements you should include in your feedback:

You could also then go even further (feedforward) with the following:

  1. And that’s it, you’re ready to go!
  2. Once you have shared your feedback, open up the conversation with the person receiving it so that you can hear their opinions and suggestions. Finish on a positive note and schedule in another meeting to explore the matter further if you feel it’s necessary.

Tips and advice