How do you give feedback that resonates with everyone?

Providing constructive feedback requires a mentor's tact, ensuring it uplifts rather than discourages. Patience and empathy are essential, as learning varies among individuals. Establish trust and boost their confidence by highlighting that improvement is a continual process, not an endpoint. Constructive feedback should be more guiding than criticising, ensuring a nurturing environment. Incorporate relevant examples and actionable suggestions, aligned with your feedback style. Remember, your aim is to foster growth, not to undermine their efforts.

Giving constructive feedback is never an easy exercise. As a manager, create an environment that will ensure the staff is listened. It also requires alot of emotional intelligence to read the room, know when to continue with the discussion or when to stop. The focus of the conversation should be objective and it's essential you message it on: Context- what is the issue you are address. Is it a performance issue and what it is Observation - what did you observe concerning the issue at hand Impact - what was the impact of the issue? Next- what are the measurements to put in place to ensure the issue/problem is not repeated.

I am a fan of adding the “R” to give feedback that truly makes a difference. The SBIR model, which stands for Situation, Behavior, Impact, & Request, is a proven method that helps leaders provide constructive feedback in a positive & actionable way. By adding a “request” in closing, you make a clear & actionable request for improvement. Offer suggestions or guidance on how the recipient can modify their behavior to achieve a more positive outcome. This empowers ownership of their growth. By using the SBIR model, you can provide feedback that is not only evidence-based but also actionable & uplifting! Remember, feedback is an opportunity for growth & improvement, & when your intentions are for development, empowerment is ideal.

SBI is no longer enough for three crucial reasons: 1. Feedback needs an analysis step to explore WHY something is or isn't working 2. It must have an action step 3. In today's world, employees want ownership. A one-way conversation won't cut it. Instead, try my CEDAR steps, developed from observing thousands of real-life conversations: Context: Explain what you want to talk about and the impact Examples: Illustrate with a couple of specifics (these are the steps SBI does) Diagnosis: Ask what caused that situation, encourage vital insights Actions: Ask what action they would like to take, give them autonomy Review: Set a time to follow up, or it may slip to the bottom of their intray.

Your team members have five needs with feedback: C. To understand how important it is, the CONTEXT (the bit SBI covers) E. To have a couple of clear EXAMPLES so they understand it D. To explore why they are where they are by DIAGNOSING the cause with you, their and you're insights A. To decide what ACTION they want to take next to move it forward i the light of those insights R. To follow up and REVIEW with you. These steps form CEDAR, as in my CEDAR feedback model. It allows your team member to play a full part in the discussion. It's slightly longer, but most of it is lead by your team member.

I disagree with the sandwich method as it diminishes constructive feedback and recognition. Here's an alternative approach: 1. Prepare by identifying the behavior to address and raise self-awareness. 2. Show empathy and understand the reasons behind the situation. 3. Be specific and prioritize key behaviors to address. 4. Allow time for inquiry and encourage questions. 5. Focus on the future and discuss improvement strategies.

The sandwich has relentlessly stuck around some how even though it is not effective. Empirical research has proved this (see Henley & DiGennario Reed, 2015). Balanced feedback is important, the mistake here is thinking each piece of feedback needs to be balanced. What is more important is creating a positive overall feedback environment (Steelman et al., 2004) meaning a culture of feedback that includes both positive and negative feedback, a trustworthy provider who delivers quality feedback that is delivered with care and one who encouraged feedback seeking. If you build a positive feedback culture where people trust you, you can deliver accurate negative feedback on its own and people will understand that it is for their development.

Giving balanced feedback is of a high importance as it can determine the success of a team or lead to demotivation. While in a feedback session, leaders should include both positive and challenging feedback. This will allow them to recognise the effort, while challenging the employee to increase performance. With positive comments, you can recognise but also set the expectations. On the other hand with challenging feedback, you encourange the person to improve performance by setting realistic goals, providing suggestions and overall guidance. Balanced and constructive feedback is so important in building skills and confidence that can lead to ultimate success.

A few call outs, when you truly practice “active” listening, you will know in the moment what preliminary or follow up, open ended questions to ask. If you show up as “scripted” it may feel like you’re checking a box & it is a monologue, not a dialogue. Consider having several sample questions to choose from when appropriate. Also, authenticity is important. You can’t fake empathy & support. And if you do, most likely the team members’ responses, as well as your constructive feedback, & potential collaboration on setting goals & action plans will be stifled. By involving team members in the feedback process, managers can empower them to take ownership of their performance, goals, & actions, leading to increased engagement & commitment.

In my experience, there are two primary approaches. Regular Check-ins: Checking in with your team members regularly is key. Schedule one-on-one meetings or quick catch-ups to discuss their progress, challenges, and any additional support they might need. This shows that you genuinely care about their development & are there to guide them every step of the way. Provide Guidance and Resources: Sometimes, team members may require extra guidance or resources to overcome obstacles. As a people leader, it's your role to identify those needs & provide the necessary tools or training. Whether it's recommending a relevant course, sharing helpful articles, or connecting them with a mentor, your support can make a world of difference.

Always Give feedback in a positive way! With this the reciever will be able to absorb 100% of the message which is passed on to them! Be a good listener! Dont jump into conclusions! Evaluate the issues and anticipate the outcome of your decisions! With this methodology you will be able to foresee the future outcome of the feedback you are giving and will allow you to make the correct decisions!

You need to be acutely aware of WHO is it you are giving feedback to. If you have several direct reports, and (with the best of intentions) you use the exact same approach with all of them - I think you will find yourself having a real mixed bag of outcomes. Being equitable is one thing...being effective is another. The different people you lead are just that - DIFFERENT. They will not all respond identically to an identical approach from you. Giving feedback should take into account the person receiving the feedback. How does a person prefer communication to be? Thorough? Friendly? Direct? Accurate (with evidence)? And finally, INVOLVE them. Give them an opportunity to be heard. Ask questions - don't just provide information.

Celebrate the wins, big or small! When you notice improvements or achievements, make sure to acknowledge & appreciate your team members' efforts. A simple shout-out during team meetings, a personalized email, or even a public recognition can go a long way in boosting morale & motivating them to keep pushing forward. Remember, being a people leader means being a cheerleader, mentor, & guide all rolled into one. By following up on feedback, you're not only helping your team members grow but also fostering a positive & supportive work environment.