What are effective feedback techniques for technical skills?

1 The purpose of feedback

Feedback is not just about pointing out mistakes or praising achievements. It is also about providing guidance, support, and motivation for further learning and improvement. Feedback should help the receiver understand their strengths, weaknesses, opportunities, and challenges, as well as how to address them. Feedback should also align with the goals and expectations of the project, task, or role, and be relevant to the context and situation.

2 The types of feedback

Feedback can be categorized into four types: positive, negative, constructive, and destructive. Positive feedback focuses on what the receiver did well and encourages them to continue or repeat it. Negative feedback focuses on what the receiver did poorly and discourages them from doing it again. Constructive feedback combines positive and negative feedback and offers specific suggestions for improvement. Destructive feedback is harsh, vague, or personal and demoralizes the receiver.

3 The timing of feedback

Feedback should be given as soon as possible after the performance or behavior that needs to be addressed. This way, the feedback is fresh, relevant, and actionable. However, feedback should also be given at appropriate moments, such as when the receiver is ready, willing, and able to listen and respond. Feedback should also be given regularly and consistently, not only when there is a problem or a success.

4 The format of feedback

Feedback can be delivered in different formats, such as verbal, written, or visual. The format should suit the type and purpose of the feedback, as well as the preferences and needs of the receiver. For example, verbal feedback can be more immediate, interactive, and personal, but it can also be more prone to misunderstanding or forgetting. Written feedback can be more detailed, structured, and documented, but it can also be more impersonal, delayed, or ignored. Visual feedback can be more clear, concise, and engaging, but it can also be more limited, abstract, or misleading.

5 The content of feedback

Feedback should be clear, specific, and objective. It should focus on the facts, behaviors, and outcomes, not on the opinions, feelings, or personalities. It should also be realistic, achievable, and measurable. It should state what the receiver did well or poorly, why it matters, and how they can improve or maintain it. It should also include examples, evidence, or data to support the feedback. Feedback should also be balanced, fair, and consistent. It should acknowledge both the strengths and weaknesses of the receiver, and avoid bias, favoritism, or inconsistency.

6 The response to feedback

Feedback is not a one-way communication. It also requires the receiver to listen, understand, and act on the feedback. The receiver should be open, respectful, and curious about the feedback. They should ask questions, clarify doubts, or request more information if needed. They should also thank the giver for the feedback and show appreciation for their time and effort. The receiver should also reflect on the feedback and decide how to apply it to their future performance or behavior. They should also monitor their progress and seek more feedback if necessary.

7 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?