The Art Of Giving Feedback

Effective Feedback — when and how to

When to Give Feedback

  • When good work, successful projects, and resourceful behavior deserve to be recognized.
  • When the likelihood of improving a person’s skills is high because the opportunity to use those skills again is imminent.
  • When the person is already expecting feedback, either because a feedback session was scheduled in advance or because she knows that you observed the behavior.
  • When a problem cannot be ignored, because the person’s behavior is negatively affecting a colleague, the team, or the organization.
  • When you do not have all the information about a given incident.
  • When the only feedback you can offer concerns factors that the recipient cannot easily change or control.
  • When the person who needs the feedback appears to be highly emotional or especially vulnerable immediately after a difficult event.
  • When you do not have the time or the patience to deliver the feedback in a calm and thorough manner.
  • When the feedback is based on your personal preference, not a need for more effective behavior.
  • When you have not yet formulated a possible solution to help the feedback recipient move forward.

Overcome your Fear of Giving Feedback

  • You worry that giving feedback will make the employee dislike you, or that it will strain your relationship.
  • You assume that the other person cannot handle the feedback.
  • You recall or know of previous instances when the recipient resisted feedback or didn’t act on it.
  • You feel that the person is already too stuck in his ways and that the feedback won’t be helpful.
  • You fear an awkward or even volatile situation.

Radical Candor

Radical Candor

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