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How do you measure the effectiveness of your feedback and follow up on it?

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Feedback is a vital part of any interpersonal communication, whether it is in a professional, personal, or educational setting. Feedback can help you improve your skills, performance, and relationships, as well as help others do the same. However, feedback can also be challenging to give and receive, especially if it is not done constructively. In this article, you will learn some tips and techniques on how to give and receive feedback constructively, and how to measure the effectiveness of your feedback and follow up on it.

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1 Why feedback matters

Feedback is a way of sharing information, opinions, and suggestions about someone's behavior, actions, or outcomes. Depending on the purpose, tone, and context of the message, feedback can be positive, negative, or neutral. It can have various benefits, such as motivating and encouraging people to achieve their goals and improve their performance. It can also help identify strengths and weaknesses, learn from mistakes and successes, develop new skills, knowledge, and competencies, and enhance creativity and innovation. Additionally, feedback can help build trust, rapport, and respect, and foster a culture of collaboration and learning.

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2 How to give feedback constructively

Giving feedback constructively requires delivering your message in a clear, specific, and respectful way that supports the recipient's growth and development. To do this, you should prepare your feedback in advance, making sure it is based on facts, observations, and evidence. Additionally, choose an appropriate time and place to give your feedback, and ask for the recipient's permission and readiness to receive it. The sandwich method is a useful technique, which involves starting and ending your feedback with something positive, and placing the negative or constructive feedback in the middle. The STAR method is also helpful, which involves describing the Situation, Task, Action, and Result of the feedback scenario, and providing specific examples and suggestions for improvement. Finally, use the feedback as a dialogue, not a monologue, and invite the recipient to share their perspective, ask questions, and clarify any misunderstandings.

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Maya Toussaint (she/her)

Nerdy Extrovert | Empathetic Facilitator | Food & Wine Treasure Hunter | Big Hearted Human | Feedback Seeker | Hydration Champion
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No one wants to hear that they fumbled something but we all want to do better. I have found it helpful to ask folks how they prefer to receive feedback. Do you prefer it during a live meeting or would you prefer I send it to you via email and we discuss after? Asking how people prefer to receive feedback before you have any to give and sharing how you like to receive feedback makes the receiver more open when the time comes. Then when you are ready, asking for consent to share the feedback makes them more open to it. "Are you in a headspace to receive some constructive feedback about your presentation?" Thoughtfulness can go a long way in helping someone receive feedback.

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Kelsey Busscher-Gould

Talent Acquisition and Operations | SaaS | B2B Technology | People Processes |
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One critical step in providing feedback is to first seek to understand. Questions are your friend. "I noticed you.... why did you choose to do it this way?" "There are benefits to doing it this [other] way... what benefits am I missing?" Often times, people have good reasons for doing what they do and being who they are. You may learn something in their responses, and often times, just by asking the question, people can become aware of the gaps in their thinking themselves, rather than you having to point it out. That kind of learning tends to be longer-lasting anyway.

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Lena (Miller) Bolhofer, SPHR

Employer Engagement Consultant @ George Mason University | Talent Acquisition | HR Enthusiast | Resume Writer
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There is an emotional aspect to receiving feedback,which is why the sandwich method is useful. Keep in mind receiving feedback can be hard, and there is no pressure to finish a discussion at one time. Providing the recipient space to provide their thoughts, perspectives and ask questions will be important and will help make it more of a conversation.

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3 How to receive feedback constructively

Receiving feedback constructively requires an open, curious, and appreciative attitude that helps you grow and develop. To do this, actively and attentively listen to the feedback without interrupting, defending, or arguing. Acknowledge and thank the giver for their input, and ask for clarification and examples if you are unsure or confused. Reflect and evaluate the feedback to identify what you can learn and do differently in the future. Finally, act on the feedback and implement the changes or improvements you have agreed on, and monitor your progress and results.

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4 How to measure the effectiveness of your feedback

Measuring the effectiveness of your feedback is essential to assess whether it has achieved its intended purpose and outcome, and whether it has helped you and the recipient improve your performance and relationship. To measure the effectiveness of your feedback, you can set SMART goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, and track your feedback against these goals. Additionally, you can use feedback surveys, questionnaires, or forms to ask the recipient and other relevant stakeholders to rate and comment on your feedback. You can also use feedback metrics, indicators, or benchmarks to compare your feedback with the standards, expectations, or criteria that you have established or agreed on. Finally, you can use feedback follow-up and schedule regular meetings or check-ins with the recipient and other relevant stakeholders to discuss the progress, challenges, and achievements of your feedback.

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5 How to follow up on your feedback

Following up on your feedback is essential for maintaining and enhancing communication and relationships with the recipient and other relevant stakeholders. To do this, you should provide positive reinforcement and acknowledge any achievements or changes made as a result of your feedback. Additionally, you should provide constructive criticism and point out any gaps or errors that need to be addressed. Furthermore, you should provide feedback updates and share any new information or insights that may affect the feedback scenario. Lastly, you should provide feedback support and offer your help or guidance to the recipient.

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Ann R.

Psychotherapist, Business Owner Educator & Advocate for Transformative Mental Health | LCSW DEI Advocate
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Following up on feedback is crucial for nurturing communication and relationships. This commitment to follow-up demonstrates your dedication to the growth and development of the recipient, fostering a culture of continuous improvement and open communication.

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How do you measure the effectiveness of your feedback and follow up on it?

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1 Why feedback matters

2 How to give feedback constructively

3 How to receive feedback constructively

4 How to measure the effectiveness of your feedback

5 How to follow up on your feedback

Interpersonal Communication

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How do you measure the effectiveness of your feedback and follow up on it?

1

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1 Why feedback matters

2 How to give feedback constructively

3 How to receive feedback constructively

4 How to measure the effectiveness of your feedback

5 How to follow up on your feedback

Interpersonal Communication

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