How can you give effective feedback to your FM manager?

2 During giving feedback

During giving feedback to your FM manager, you need to use effective communication skills and techniques to deliver your message clearly and respectfully. First, you need to start with a positive tone and express appreciation for your manager's work and support. This can help to build rapport and trust, and reduce resistance. Second, you need to use the SBI model (Situation, Behavior, Impact) to structure your feedback. Describe the specific situation, the observable behavior, and the impact of the behavior on you, the team, or the project. Third, you need to use the sandwich method to balance positive and negative feedback. Give a positive comment, followed by a negative comment, and end with another positive comment. This can help to avoid demotivation and resentment, and emphasize improvement and recognition.

3 After giving feedback

After giving feedback to your FM manager, you need to follow up and monitor the results and effects of your feedback. First, you need to ask for your manager's response and listen actively to their perspective, concerns, or questions. This can help to clarify any misunderstandings, acknowledge their feelings, and show respect. Second, you need to agree on specific actions and goals for improvement or change. This can help to create accountability, commitment, and alignment. Third, you need to provide ongoing support and encouragement to your manager. This can help to reinforce positive behavior, celebrate progress, and maintain a positive relationship.

4 How to receive feedback

Giving effective feedback to your FM manager is not enough. You also need to know how to receive feedback from your manager and use it to improve your performance and development. First, you need to be open and receptive to feedback, and avoid being defensive or dismissive. This can help to show your professionalism, willingness to learn, and respect for your manager. Second, you need to listen carefully and ask questions to understand the feedback. This can help to clarify the purpose, expectations, and evidence of the feedback, and avoid jumping to conclusions or misinterpreting the message. Third, you need to thank your manager for their feedback and express your appreciation for their guidance and support. This can help to strengthen your relationship, trust, and communication.

5 How to give feedback to peers

Giving effective feedback to your FM manager is not the only feedback skill you need. You also need to know how to give feedback to your peers and colleagues in the FM team or across the organization. First, you need to establish a feedback culture and agreement with your peers. This can help to create a shared understanding, trust, and respect for giving and receiving feedback. Second, you need to use the same communication skills and techniques as giving feedback to your manager, such as the SBI model, the sandwich method, and the positive tone. Third, you need to focus on the behavior, not the person, and avoid personal attacks, comparisons, or judgments. This can help to avoid conflicts, hurt feelings, or resentment.

6 How to ask for feedback

Giving effective feedback to your FM manager, receiving feedback from your manager, and giving feedback to your peers are all important feedback skills. However, sometimes you may not receive enough or timely feedback from others, or you may want to seek feedback from different sources or perspectives. In that case, you need to know how to ask for feedback proactively and effectively. First, you need to identify your feedback needs and goals. What kind of feedback do you want? Why do you want it? How will it help you? Second, you need to choose the right person or source for your feedback. Who can give you relevant, reliable, and constructive feedback? How can you access them? Third, you need to ask specific, open-ended, and actionable questions for your feedback. What do you want to know? How can you phrase it clearly and politely? How can you use the feedback to improve or change?

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?