How Constructive Feedback is the New Butterfly Effect
The secret word in constructive feedback is 'constructive'. This isn't a blame game. It's a development tool. Think win-win.
Where to start? Focus on behaviour, not personality.
Using the word 'you're' is a no-no. For instance, instead of saying, ‘You’re forgetful,’ try, ‘The report was missing key data. Can we walk through the process to ensure all the information gets captured next time?’ This keeps the conversation objective, avoiding putting them on the defensive.
Be. Specific. Period. Full stop. Vague feedback like "improve communication" isn't actionable. Specificity allows your team members to understand exactly what needs improvement and how to achieve it.
Praise the good stuff first. It will set the meeting off in a collaborative tone. Show appreciation before addressing areas for growth.
This is a conversation and should be collaborative. Ask questions. Work together to find solutions. This will foster a sense of ownership.
Look ahead, not behind. Mistakes were made. The point is not to repeat them. Nobody is perfect. Think growth, not blame.
Here’s a big one - but it’s key. Timing.
Don’t ambush them in the hallway. Choose a private, quiet setting. This is between the two of you and the more you create a sense of calm, the more open the conversation will be.
Finally, don’t drag it out. Keep it focused on the goals and desired future behaviours. Ask for feedback as well. "How can I help and support you moving forward?”
This demonstrates that your entire organization is focused on improvement, open communication and support.
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