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What are the most effective feedback strategies to promote growth and development for supervisors?

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Feedback is a crucial tool for supervisors to help their employees grow and develop their skills, performance, and potential. However, not all feedback is created equal. Some feedback can be ineffective, demotivating, or even harmful, while other feedback can be constructive, empowering, and inspiring. In this article, you will learn about the most effective feedback strategies to promote growth and development for supervisors, based on the principles of developing a growth mindset.

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1 Define feedback goals

Before giving feedback, you need to have a clear idea of what you want to achieve with it. What are the specific behaviors, skills, or outcomes that you want to reinforce, correct, or improve? How do they align with the employee's goals, the team's objectives, and the organization's vision? Having feedback goals will help you focus your feedback on the most relevant and impactful aspects, and communicate them clearly and concisely to the employee.

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2 Use the SBI model

The SBI model is an effective and widely used feedback model, which stands for Situation, Behavior, and Impact. This model helps you structure your feedback in a way that is specific, factual, and objective. It consists of three steps: firstly, describing the context and circumstances in which the feedback is based; secondly, describing the observable actions or behaviors that the employee displayed or did not display; and lastly, describing the positive or negative consequences or effects of the behavior. Using this model will help you give feedback that is clear, concrete, and actionable without personal judgments, opinions, or assumptions.

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3 Focus on growth

One of the key principles of developing a growth mindset is to view feedback as an opportunity to learn and improve, rather than as a measure of fixed abilities or traits. Therefore, when giving feedback, you should focus on the employee's potential for growth, rather than on their current performance or status. For example, instead of saying "You are not good at public speaking", you could say "You can improve your public speaking skills by practicing more and using these techniques...". Similarly, instead of saying "You are a great leader", you could say "You have demonstrated great leadership skills by doing these things, and you can further develop them by taking on these challenges...".

Focusing on growth will help you foster a positive and supportive feedback culture, where employees are motivated to seek feedback, learn from it, and apply it to their work.

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Andy K.

Senior Engineering Manager @ Ghost
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Yes, approaching things from the standpoint of "you legitimately have OPPORTUNITIES here to improve" is a much easier message to swallow than "you're in the hole, better dig yourself out." Focus on the opportunity to be better rather than lament that we aren't already there yet. Good people managers relish the opportunity to give their folks cheat codes to up their games.

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4 Balance praise and criticism

Another important feedback strategy is to balance praise and criticism, or positive and negative feedback. Both types of feedback are necessary and valuable for growth and development, but they need to be delivered in the right way and in the right proportion. Praise should be specific, sincere, and timely, and linked to the employee's efforts, strategies, or achievements, rather than to their personality, intelligence, or talent. Criticism should be constructive, respectful, and empathetic, and focused on the behavior, not the person. It should also include suggestions, guidance, or resources for improvement, and an expression of confidence in the employee's ability to overcome the challenges.

Balancing praise and criticism will help you build trust and rapport with your employees, and enhance their self-esteem, motivation, and performance.

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Andy K.

Senior Engineering Manager @ Ghost
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Take some caution here. Balance is important, but I'd be very wary of going out of one's way to give positive/negative feedback strictly to maintain balance. Instead, think about where the bar for this person is in their current role, where THEY want it to be, and keep feedback relative to that bar. I've worked with plenty of folks who aren't interested in promotions or bigger roles, they just want to crush it at their current roles and go home at the end of the day. There's nothing wrong with that and I would never want to force criticism of those high performers (relative to their roles) simply to enforce a balance.

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5 Encourage feedback exchange

The final feedback strategy is to encourage feedback exchange, or a two-way communication between you and your employees. Feedback exchange means that you not only give feedback, but also receive it, and that you invite your employees to share their opinions, perspectives, and feelings about the feedback. Feedback exchange allows you to check for understanding, clarify any misunderstandings, address any concerns, and agree on action plans. It also helps you to learn from your employees, and to improve your own feedback skills and practices.

Encouraging feedback exchange will help you create a collaborative and learning-oriented feedback environment, where employees feel valued, respected, and engaged.

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Andy K.

Senior Engineering Manager @ Ghost
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You absolutely have to be willing to be vulnerable and genuinely be a humble person in order for this to come across as genuine. That includes admitting your mistakes freely and openly. Many leaders struggle with this concept because they think it makes them look weak. Leaders who struggle with this should NOT expect their people to reciprocate.

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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?

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What are the most effective feedback strategies to promote growth and development for supervisors?

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2

3

4

5

6

1 Define feedback goals

2 Use the SBI model

3 Focus on growth

4 Balance praise and criticism

5 Encourage feedback exchange

6 Here’s what else to consider

Supervisory Skills

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What are the most effective feedback strategies to promote growth and development for supervisors?

1

2

3

4

5

6

1 Define feedback goals

2 Use the SBI model

3 Focus on growth

4 Balance praise and criticism

5 Encourage feedback exchange

6 Here’s what else to consider

Supervisory Skills

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