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Here's how you can deliver objective and unbiased feedback effectively.

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When it comes to delivering feedback, especially in a professional setting, the importance of objectivity and lack of bias cannot be overstated. Giving feedback is an art that requires a delicate balance between honesty and tact. You want to ensure that your feedback is constructive, fostering growth and improvement rather than causing defensiveness or resentment. In the following sections, you'll discover effective strategies for providing feedback that is both objective and unbiased, enhancing the interviewing process and contributing to a more productive and positive workplace.

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1 Assess Honestly

Before you deliver feedback, take a moment to assess the situation honestly. Reflect on the individual's performance by reviewing measurable outcomes and behaviors, rather than relying on hearsay or personal feelings. This approach ensures that your feedback is rooted in facts and observable evidence. By focusing on specific examples, you can provide clear, actionable insights that the recipient can use to improve their performance. Remember, your goal is to help them succeed, not to undermine their confidence.

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Vivek Singh

Sr IT Recruiter | Programming LLC
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Focus on specific behaviors or actions rather than personal characteristics. Use clear and specific language to describe the observed behavior. Provide examples to support your feedback. Encourage open communication and dialogue for further discussion and understanding.

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2 Remove Bias

To avoid bias in your feedback, it's crucial to recognize your own preconceptions and personal preferences. Everyone has biases, but being aware of them allows you to set them aside when evaluating someone else's performance. Consider using established criteria or a standardized rubric for assessment to maintain consistency and fairness. By doing so, you ensure that your feedback is based on the same standards for everyone, which not only helps to eliminate bias but also supports a culture of equality and respect.

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3 Be Specific

Specificity is key when giving feedback. Vague comments can lead to confusion and uncertainty. Instead, focus on particular instances or behaviors that exemplify what you're addressing. This specificity not only makes your feedback more understandable but also more actionable. The recipient can clearly see what they did well or where they need improvement, and they can take concrete steps towards making positive changes based on your precise guidance.

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4 Encourage Dialogue

Feedback should not be a one-way street. Encourage an open dialogue by inviting the recipient to share their perspective. This not only helps to clarify any misunderstandings but also allows them to feel heard and valued. By fostering a two-way conversation, you create an environment where feedback is seen as a collaborative effort towards common goals. This approach can lead to more meaningful improvements and a stronger relationship between you and the person receiving your feedback.

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5 Follow Up

Offering feedback is just the beginning; following up is essential to ensure that it leads to effective change. Set a future date to revisit the topics discussed, allowing time for the individual to implement your suggestions. This follow-up demonstrates your commitment to their growth and holds both of you accountable for the progress. It's an opportunity to celebrate improvements, address ongoing challenges, and reinforce the idea that feedback is an ongoing process, not a one-time event.

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6 Maintain Positivity

Lastly, maintaining a positive tone throughout the feedback process is vital. Even when addressing areas for improvement, it's important to communicate with empathy and encouragement. Highlighting strengths along with areas for growth shows that you acknowledge and appreciate their efforts. A positive approach can motivate individuals to embrace feedback and view it as an opportunity for development rather than criticism.

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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?

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Kevin Connolly-Arce

Regional Manager at Goodwill Industries of Southeastern Wisconsin, Inc.
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One thing that I have found works for me is to let the person receiving feedback know prior to the meeting that you will be providing feedback to them. Yes, that may cause them to spend time thinking what they may have done wrong but the consequences of catching someone off guard can be far reaching. With today’s environment it is hard to know how someone may react/respond to the feedback. The last thing any manager wants is to sit in an office with an employee who can’t stop crying (trust me I know). When we don’t give our direct reports that courtesy the feedback may be lost. They may physically be present but they are in panic city internally.

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Here's how you can deliver objective and unbiased feedback effectively.

1

2

3

4

5

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1 Assess Honestly

2 Remove Bias

3 Be Specific

4 Encourage Dialogue

5 Follow Up

6 Maintain Positivity

7 Here’s what else to consider

Interviewing

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Here's how you can deliver objective and unbiased feedback effectively.

1

2

3

4

5

6

7

1 Assess Honestly

2 Remove Bias

3 Be Specific

4 Encourage Dialogue

5 Follow Up

6 Maintain Positivity

7 Here’s what else to consider

Interviewing

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