Delivering feedback can be a delicate process.
According to psychologist, Dr Therese Huston, 65% of workers want more feedback. Here are three tips to make feedback constructive.
Align your intentions
Constructive feedback is designed to celebrate development - the best approach to avoid misled intentions is to emphasise the facts. “Feedback based on fact reduces the emotionality of the exchange”, says leadership coach Antonia Bowring. This opens an opportunity for meaningful progress.
Make it a two-way conversation
In today’s working environment, feedback interactions can be challenging, particularly with potentially stressful home dynamics. However, a recent survey found that 92 percent of respondents agreed that feedback, if delivered properly, effectively improves a person’s performance. Begin by asking questions, such as “How was your performance review” or “How did your presentation go”. It’s easier to brainstorm solutions if a team member voices the concern first. At the end of the conversation, ask for key takeaways to ensure there are no misunderstandings.
Highlight future rewards
When delivering feedback, make sure you focus on clear future opportunities throughout the conversation, linking development potential with helpful resources to guide your team members in the right direction. Learn from the Group’s EMC members on why they value constructive feedback and how to implement feedback learning systems within their teams.