How do you balance positive and negative feedback in your team?

1 What is CBI and why does it matter?

CBI is a type of interview that focuses on asking candidates to provide specific examples of how they demonstrated certain competencies or skills in their previous roles or situations. Competencies are the abilities, knowledge, and behaviors that are relevant for the job, such as communication, problem-solving, teamwork, or leadership. CBI aims to measure how well candidates can perform in the role, rather than relying on their qualifications, personality, or impressions. CBI is widely used by many organizations, especially in the public sector, as it is considered more fair, objective, and reliable than other methods.

2 How to prepare for giving feedback in CBI

As an interviewer, your role is to evaluate the candidates' competencies and provide them with constructive feedback. To do this effectively, it's important to prepare well before the interview. You should review the job description to identify the key competencies required, then design behavioral questions that ask candidates to describe a situation where they demonstrated each competency. Utilize the STAR method (Situation, Task, Action, Result) to structure your questions. Additionally, you should create a rating scale or rubric to assess the candidates' responses and assign scores or grades based on their evidence and impact. Finally, prepare some positive and negative feedback points for each competency according to the criteria and expectations of the role.

3 How to give feedback in CBI

When interviewing candidates, it is essential to give feedback in a clear, concise, and respectful manner. Begin by highlighting something they did well or that impressed you. Then, move on to a negative feedback point and provide specific examples or evidence to back it up. Refrain from making vague, general, or personal comments. Speak with a balanced tone and be honest yet empathetic and supportive. Finally, end with a positive feedback point to reiterate what they can do next or what you appreciate about them.

4 How to receive feedback in CBI

As a candidate, your role is to showcase your competencies and receive feedback from the interviewer. To do this effectively, it is essential to be open-minded, attentive, and responsive. Listen carefully and try to understand the interviewer's perspective and rationale; if you are unsure or confused, ask clarifying questions. Show appreciation for their feedback and value their input and time. Reflect on the feedback to identify strengths and areas for improvement, then act on it to improve performance and skills. Ultimately, don't dismiss, reject, resent, blame, deny, ignore, forget or repeat the feedback.

5 How to balance positive and negative feedback in your team

As a leader or manager, you should give and receive feedback regularly with your team members. Feedback can help enhance performance, morale, and collaboration. However, it can be challenging to balance positive and negative aspects, or to deal with different personalities and preferences. Establish a feedback culture in your team where feedback is expected, encouraged, and appreciated. Give feedback frequently and timely using various channels and formats. Make sure your feedback is specific, actionable, relevant, and time-bound by utilizing the SMART method. Provide balanced and proportionate feedback by following the 3:1 ratio rule. Finally, personalize your feedback according to individual needs, preferences, and styles.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?