Newsletter - Learning Matters - No.7
Giving Feedback
From time to time everyone finds themselves in the situation whereby they have to give feedback to another individual at work.
At Learning Curve we suggest you consider the following points before giving feedback to a team member:
- Am I giving feedback against measurable standards or criteria?
- Choose your words carefully
- Focus on a positive result
- Show good listening skills
- Ask open ended questions
- Give feedback promptly
In other words, do people understand what you are basing the feedback on? Your opinion is not measurable but specific and quantifiable standards can be made objective and measurable
Although people can seem thick-skinned they may be soft in the middle! You need to be sensitive to people's feelings. Consider how they may react and choose an appropriate approach for them
The purpose of giving feedback is generally to improve performance. It is not a disciplinary interview! Focus on achieving improvements and praising the team members for their successes - keep it balanced
Listening attentively helps to build rapport and trust
A good coach, leader or facilitator asks questions to get the team member to open up and identify their own strengths and development areas. Some well-prepared questions are vital in any feedback situation
The value of feedback is diminished if it is given too long after the event has occurred. Immediate feedback is more powerful and the discussion is then based on remembered events rather than a distant memory
To evaluate your own feedback skills use the form below.