How do you avoid feedback fatigue or overload in group work?

In my experience, there are many skills required when giving and receiving feedback. For example, when offering feedback, you want to be confident and direct with what you’re referring to. Also, when you’re having a conversation with someone, be sure that you’re actively listening to the feedback. This is a key skill to master when receiving feedback. Be attentive. Ask questions. Summarize. Follow-up. Lastly, don’t give a compliment sandwich: You’re great at xyz but you could improve in xyz. Oh and this is going in an excellent direction. The areas of improvement end up being drowned out by the positivity.

Being a Team leader has specific responsibilities. Setting the team up in a trust worthy environment. This can be achieved by having short meetings with a team building activity. Encourage feedback, but put your parameters on when feedback can be given or received. Ask the team members to be engaged by taking ownership of the project and deciding if a change needs to be made and how it’s done. In essence, identify changes to be made and give a report to the admin team as to the path the team will take to resolve. I also find using Robert’s Rules of Orders makes a meeting go smoothly.

Not all students take standardize tests the same way. Question on an exam: choose the answer that lists 6 parts on a bicycle. My students who lived in high rise building had little to no knowledge of a bike. There’s nowhere to store a bike. The team is charge with leveling out questions to a broader community of students on topics they all have in common.

In creating a positive feedback arena within a group has many facets. Active listening. Eye Contact, face the person head on, keep your body language open, uncross your arms. If space allows lean into the conversation. For clarity, ask open ended questions. If your incorrect on something a colleague said this is a good way to discuss the feedback. Agree to disagree, it’s common for people to find different pathways to achieve the desired outcome. Another piece to preventing feedback fatigue, set a time each week for actual feedback. I will ask team members to write feedback for each member. Then consolidate the feedback in it’s entirety and print it as “we have to work on this list”. Come see me if you have questions. Mix it up.

When giving feedback, it’s important to incorporate both general and specific examples of the work. Make sure not to get too hung up personal attributes of the individuals in the group. Focus on the process, not the person. Always ask employees how they would provide feedback to themselves, and keep outlook positive and open for suggestions and growth.

Giving feedback can be a positive experience for all involved. Concentrate on what the individual did well or brought to the scenario, ask how they felt it went and include what was positive and why. Try not to add negatives unless relevant to situation and be open to questions and listen to the individual throughout.