You’re working with physicians. How can you make sure feedback is taken seriously and acted upon?

1 Prepare your feedback

Before you share your feedback with a physician, make sure you have a clear purpose, goal, and evidence for it. Avoid vague, general, or personal comments that can be interpreted as criticism or judgment. Instead, focus on specific, observable, and measurable behaviors or outcomes that relate to the physician's performance, quality of care, or patient satisfaction. Use data, examples, or feedback from others to support your points and show the impact of the physician's actions.

2 Choose the right time and place

Timing and setting are important factors for effective feedback. Choose a time and place that is convenient, private, and respectful for both you and the physician. Avoid giving feedback when either of you is busy, stressed, or distracted. Also, avoid giving feedback in front of other colleagues, patients, or family members, as this can create embarrassment or defensiveness. If possible, schedule a meeting in advance and let the physician know the agenda and the expected duration.

3 Use a constructive tone

The way you deliver your feedback can make a big difference in how it is received and acted upon. Use a constructive tone that is respectful, supportive, and collaborative. Avoid using harsh, accusatory, or sarcastic language that can trigger negative emotions or reactions. Instead, use positive, descriptive, and specific language that acknowledges the physician's strengths, achievements, and efforts. Also, use open-ended questions, active listening, and empathy to engage the physician in a dialogue and understand their perspective.

4 Provide actionable suggestions

Feedback is not only about pointing out what is wrong, but also about helping the physician improve and grow. Therefore, provide actionable suggestions that are realistic, relevant, and achievable for the physician. Explain how your suggestions can benefit the physician, the patients, and the team. Also, invite the physician to share their own ideas, concerns, or questions about the feedback and the suggestions. Together, agree on a plan of action, a timeline, and a follow-up strategy.

5 Follow up and reinforce

Feedback is not a one-time event, but an ongoing process that requires follow-up and reinforcement. Monitor the physician's progress and provide ongoing support, encouragement, and recognition. Check in regularly and offer additional feedback, guidance, or resources as needed. Also, solicit feedback from the physician on how you can improve your own performance, communication, or collaboration. This way, you can build trust, rapport, and mutual respect with the physician.

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?