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What do you do if your feedback becomes subjective and biased, focusing on the person rather than the work?

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Feedback is an essential part of professional development, but it can also be a source of conflict and stress if it becomes subjective and biased, focusing on the person rather than the work. How can you avoid this trap and give and receive feedback that is constructive, objective, and respectful? Here are some tips to help you manage feedback effectively and improve your time management skills.

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Salah Hussein ??

FMVA-Certified Accountant at BDO | Strategic Finance Analyst | Driving Operational Efficiency & Organizational…

1 Recognize bias

When giving or receiving feedback, it's important to recognize when it is biased and subjective, rather than based on facts and standards. Signs of biased feedback include using vague or personal terms, making assumptions or judgments about motives or character, ignoring strengths, achievements, or contributions, comparing unfavorably to others, and expressing emotions, opinions, or preferences. If you notice any of these signs in the feedback you give or receive, it's important to pause and consider if it is fair, accurate, and helpful.

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Allan Rodrigues

Endomarketing | Administra??o | Comunica??o | Produ??o de conteúdo
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If your feedback becomes subjective and biased, focusing on the person rather than the work, it's important to address the situation with sensitivity and professionalism. Firstly, try to understand the reasons behind the subjective feedback and explore specific examples that demonstrate how it's impacting the evaluation of the work. Then, communicate your concerns clearly and respectfully, emphasizing the importance of objective and merit-based feedback. If necessary, seek additional guidance from human resources or organizational leaders to ensure that the feedback process is fair and impartial.

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2 Reframe feedback

The second step is to reframe feedback in an objective and constructive manner, focusing on the work rather than the person. This can be done by using specific, measurable, and observable terms to describe the person's actions or results. Additionally, it's important to describe the impact or consequences of their actions and acknowledge their strengths and achievements. Furthermore, concrete and actionable suggestions for improvement should be provided rather than criticism or complaints. Lastly, seeking feedback from multiple sources can give a balanced and comprehensive perspective on the work.

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3 Communicate feedback

The third step is to communicate feedback in a respectful and empathetic manner, with the aim of learning and growth rather than blame or punishment. It's important to choose an appropriate time and place to give or receive feedback, preferably when both parties are calm and ready. Additionally, use a positive and supportive tone and language, avoiding harsh or aggressive words or gestures. You can start with a positive comment, then use the sandwich method of providing feedback in three parts - a positive comment, a constructive comment, and a positive comment. Furthermore, ask for the person's perspective, feelings, or opinions, actively listening without interrupting or arguing. Lastly, express your support, encouragement, or appreciation and offer your help or resources if needed.

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4 Apply feedback

The fourth step is to apply feedback in a way that is consistent and effective, focusing on the actions and results rather than the feelings or opinions. To do this, review the feedback carefully and objectively to identify key points, themes, or patterns. Next, evaluate the feedback critically and realistically to decide which is relevant, valid, and useful for your improvement. Prioritize the feedback according to your goals, needs, or expectations, and create a plan to implement it. Additionally, monitor and track your progress and performance to measure the outcomes and impacts of the feedback. It's also important to seek and give feedback regularly and continuously while celebrating your achievements and improvements. Feedback can be a powerful tool for professional development but only if it is constructive, objective, and respectful. By following these tips, you can ensure that you are giving and receiving feedback that will help you improve your skills, productivity, and satisfaction.

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5 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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Salah Hussein ??

FMVA-Certified Accountant at BDO | Strategic Finance Analyst | Driving Operational Efficiency & Organizational Performance
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People are usually emotional creatures. Sometimes you would be using bias and prejudice without even you noticing it. To refrain from that you might consider some steps to help you: 1- Realize the goal: make sure your goal is to improve the situation not to get back or to attack a certain person. 2- Generalize, generalize, generalize: make sure you use general rules as much as possible, that way, and when used correctly, you make sure it's not personal or affected by emotions. 3- Self-centered: we all look up to ourselves in a certain way, try not to compare everyone to your position/situation, you're not the standard!

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What do you do if your feedback becomes subjective and biased, focusing on the person rather than the work?

1

2

3

4

5

1 Recognize bias

2 Reframe feedback

3 Communicate feedback

4 Apply feedback

5 Here’s what else to consider

Time Management

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What do you do if your feedback becomes subjective and biased, focusing on the person rather than the work?

1

2

3

4

5

1 Recognize bias

2 Reframe feedback

3 Communicate feedback

4 Apply feedback

5 Here’s what else to consider

Time Management

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