Getting good at giving feedback

David Maister's "Getting good at getting feedback"  has begotten an interesting discussion following the post. Not a big surprise that the readers (including myself) started talking also on how to provide good feedback. In another post on the importance of feedback (but tackled from the opposite site) his author touches the delicacy of the act of providing feedback and claims that it must be only positive. Though two blogs touch the feedback theme in different contexts I see they have a common background. Feedback's importance, efficiency, effectiveness, and delicacy of the act are in the scope of this post.

First of all, on the importance of feedback. Whether we consider your working environment, a toastmaster club, a synagogue/church/mosque, a parent-teacher school association, or a club - as soon as you respect an opinion of the people that may give you feedback - eagerly seek for it! If you feel that the people know you enough and they can provide meaningful information on how you're doing - try to draw it from them. That's the most practical way (if not the only one) on improving yourself, on polishing the traits that are not perfect yet, and on identifying the skills that need additional development (although be ready to get surprised here!:-). I'm not on the idea that feedback should be positive only. If it is such then it plays a role of support and encouragement but doesn't help at all to avoid mistakes in the future and change to the better.

Feedback is the only measure (or, rather, the only objective one) of how we're really doing. Regardless of what we're doing without requesting feedback the risks, that our own opinion is ostensible, are high and from an outside perspective we're not as good as we assume. David's post talks  in length about how to receive and absorb feedback so my part is easy - a few tips on how to give it.

• Bear in mind that giving feedback is a delicate act. You're driven by a desire to help a person and point to the skills/traits/characteristics/aspects that require additional development but depending on how you compose and present it the reaction maybe painful and instead of achieving the target you'll bring only damage.
• Always start with positive things. Maybe the major part of the feedback has to be about the positive things (unless the feedbackee recognizes you as a coach and the way you provide the feedback is very straightforward).
• Add a to-pay-attention-to part and itemize it. Simply to encourage people and say that everything is alright doesn't have any implications in a practical plane. Feedback is not about encouragement only but also about identifying problematic spots, visible from outside.
• Feedback is always subjective. Again, unless you're in a trainer's role remember that what you're saying is your personal opinion (even if you're a direct boss). Shape it in a form of your personal preferences and feelings as opposite to some objective truism.
• Feedback is personal (it's given to people, not products). Don't rush to mention all possible things to improve at once. Start with few most important and next time add something new.
• If you're in a boss position try to embed the culture of often evaluations in the team. Maybe not only downstairs on the hierarchy tree but also upstairs and between the employees. Build the common understanding that feedback flows exist only to let the people improve themselves, become better, and work better. Make it safe to give and request feedbacks. Demonstrate values of given feedbacks and make the team seeking for feedback.
• Try to do it in as less formal environment as possible. A one-to-one dinner, a walk together, or any other informal situation will work better than a conversation in the office.

It's hard to overestimate the significance of getting feedback and the importance of giving it right. The more feedback we get the higher odds we'll find our weaknesses. But not less important to know how to compose and deliver feedback right. What are your tips on doing so?

Technorati tags: feedback, career, management, team

Comments

[jeffbailey]

Hi Roman,

I am the "only offer positive feedback" guy you mention above. I think it fair to state that I am all for both positive and negative feedback. My posting specifically applies to Toastmasters evaluations.

I simply don't believe that criticism during a Toastmasters evaluation is effective. Feedback requires two-way communication that the standard evaluation does not allow.

I blogged on this topic again hoping to clarify my position, but probably confusing it further. You can read about it here.

I really like your blog, keep up the great work.
Jeff

softtalkerblog@gmail.com

[Roman Rytov]

Hi Jeff,
Glad that I know your name now (didn't find it on your blog, you may consider adding an About page).

I agree that evaluations should pay a role of encouragement and your points are valid that a too criticizing evaluation may scare away a toastmaster from talking or even worse - from attending the club. Just wanted to mention that without directing areas of improvement it's quite useless in my eyes, at least for somebody who seeks such areas. I've read your post and feel we talk about the same:-)