Here's how you can make your feedback specific and actionable.

It's always good to be specific, but care must be taken not to be overly pointed, as this can put the other on the defensive and create undesired outcomes. Best to start with general issues, overall impressions, etc., and to lead with open-ended questions. In this way the conversation leader can engage active participation and learn quite a lot, too. After the leader has conducted a proper and sincere discovery, the leader can offer observations as to the quality of the work. Then together they can come up with a plan to remediate current deficiencies and avoid them in the future. Net result: employee experiences support, not attack, shared ownership of the problem, and renewed commitment to the role and its work.

To make your feedback specific and actionable, focus on providing clear examples of observed behavior or outcomes, offer precise suggestions for improvement, and include actionable steps or strategies to achieve those improvements. Avoid vague language and instead, be direct and specific about what needs to change and how it can be accomplished.

It is important to address things head on and not allow issues to fester. Also constructive criticism is essential but one should not criticize colleagues or employees in front of others.

To enhance conflict resolution through soft skills, prioritize specific and actionable feedback. Start by pinpointing observable behaviors or actions directly related to the conflict. Phrase your feedback in clear, non-judgmental language, focusing on the impact of those behaviors. For instance, instead of saying "You're always interrupting others," try "When you interrupt during meetings, it disrupts the flow of conversation and can make others feel unheard." This approach highlights the behavior, its consequences, and provides a basis for change.

It’s simple; tell the customer service agent you are speaking to that, there’s nothing personal and it’s about his/her organisation. Tell him/her the specific details on what went wrong including date and time. Finally end by saying that “you could be in my shoes, how would you feel?”

Create opportunities for dialogue around feedback. Encourage students to ask questions and discuss feedback to ensure understanding and engagement.

Here's how to make feedback specific and actionable: Be Detailed: Provide specific examples or instances to illustrate your points. Focus on Behavior: Address specific behaviors rather than general traits or characteristics. Use Concrete Language: Avoid vague or ambiguous language; be clear and precise in your feedback. Offer Suggestions: Provide actionable suggestions for improvement or alternative approaches. Set Clear Expectations: Clearly outline expectations for future performance or behavior. Encourage Dialogue: Invite the recipient to ask questions or seek clarification to ensure understanding. Follow Up: Schedule follow-up discussions to track progress and offer additional support if needed.

The Situation-Behavior-Impact (SBI) model is a framework commonly used for providing feedback effectively. It helps structure feedback in a way that is specific, objective, and actionable. 1. Situation: Describe the specific situation or context in which the observed behavior occurred. This sets the stage and provides background information for the feedback. 2. Behavior: Describe the behavior or action that you observed, focusing on specific actions or words used by the individual. Be objective and avoid making assumptions about the individual’s intentions or motives. 3. Impact: Explain the impact or consequences of the behavior on yourself, others, or the organization.

Compassionate Communication, also known as Nonviolent Communication (or NVC), offers us an incredibly concise and effective way for offering authentic, heartfelt feedback. It follows the formula of OFNR (because we want to use it "often-er"!) Observation: What I heard (verbatim), saw, tasted, smelled, or touched Feeling: The emotion that was or is stimulated in me Need: What value, or quality of life, I'm longing for in this moment that is causing my feeling Request: What action or outcome I would like to see happen In order to make an effective request, it generally has to be specific, reasonable, and timely. Otherwise it won't be clear or it just won't get done. Easy on paper, much harder in practice!

I like to follow a simple feedback model that I learned years ago. SOI Standard Observation Impact When giving feedback using SOInit helps you keep your feedback clear, behavior based and effective.