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What are the most effective ways to give feedback to a team member in Corporate Communications?

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Feedback is a vital part of any corporate communication project, as it helps to improve the quality, clarity, and impact of the messages and materials. However, giving feedback to a team member can be challenging, especially if you want to avoid hurting their feelings, damaging their motivation, or creating conflict. In this article, you will learn some of the most effective ways to give feedback to a team member in corporate communications, based on best practices and expert advice.

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1 Set clear expectations

Before you start giving feedback, make sure that you and your team member have a shared understanding of the goals, standards, and criteria of the project. This will help you to align your feedback with the expected outcomes and avoid confusion or misunderstanding. You can also agree on the frequency, format, and timing of the feedback, so that your team member knows when and how to expect it.

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Harvinder Singh

???265 X Linkedin Top Voice ???|| Generative AI || Influencing others Voice || Business Transformation || Helping Client's to Grow their Business ?? || DM For Promotion ?? ||
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Ensure both you and your team member understand project goals, standards, and criteria to align feedback with desired outcomes Begin with positive feedback, then offer constructive criticism, and end with more positive feedback to soften the impact of the critical points Focus on specific behaviors or actions rather than generalizations to help your team member understand the feedback more clearly Provide suggestions for improvement to help your team member develop their skills Observe how your team member's communication changes after the discussion and provide additional support if needed Eg, I noticed that you've been more concise in your emails since our last discussion. Is there anything specific that helped you make this change

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2 Use the sandwich method

One of the most popular and effective ways to give feedback is the sandwich method, which consists of sandwiching a constructive criticism between two positive comments. This way, you can acknowledge the strengths and achievements of your team member, while also pointing out the areas that need improvement. The sandwich method can help to balance your feedback, boost your team member's confidence, and soften the impact of the criticism.

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Shauna Elkin

Communications Executive | Regulated Industries Specialist | Corporate Reputation | Executive Communications | Employee Engagement | Change Management | Internal Communications | Data-Driven Corporate Affairs Strategist
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I used to agree with the "sandwich method" for feedback, and now I am not so sure that it is effective or promotes #psychologicalsafety. I think the most effective form of delivering feedback is to write your feedback in advance, check-it against a neutral third-party to ensure it is objective and professional, and then choose a time and place that feels appropriate and private for the recipient. Also, ensure that your emotions or any potential unconscious bias is not swaying your opinion or feedback.

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Camille Denning

Brand strategy & corporate communications leader
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I used to use something that I called the bagel method. It’s pretty technical, basically you take someone out for a bagel and have a chat. Of course, more formal feedback channels are helpful when it comes to aligning on deadlines and tracking KPIs, but making a habit of going outside and having a conversation has led to some of the most constructive and insightful feedback sessions I’ve ever been a part of.

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3 Be specific and actionable

When giving feedback, avoid vague or general statements that do not provide any guidance or direction. Instead, be specific and actionable, using examples, data, and evidence to support your feedback. For example, instead of saying "Your presentation was too long", you can say "Your presentation exceeded the time limit by 10 minutes, which reduced the attention and engagement of the audience. Next time, you can try to shorten your slides, focus on the key points, and practice your timing beforehand."

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Sharna Reeves, MCIPR

Communications Director | 15+ Years Leading Strategic Communications, Culture & Change | C-Suite Advisor | Mentor | COP28, Expo 2020, NEOM & UK Government
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Schedule weekly 1:1’s with your team members, to provide dedicated time for discussion & feedback. Be clear & specific with your feedback, and agree achievable outcomes. Most importantly, make sure feedback and discussion is 2-way - an opportunity to reflect & learn from each other.

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4 Focus on the message, not the person

Another important tip for giving feedback is to focus on the message, not the person. This means that you should avoid personal attacks, judgments, or assumptions that can harm your team member's self-esteem or professionalism. Instead, you should focus on the content, style, and impact of the message, using objective and neutral language. For example, instead of saying "You are a bad writer", you can say "Your report has some grammatical and spelling errors that affect its readability and credibility."

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Kara Szczesna

Brand Designer | Squarespace Webdesigner | Digital + Print
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As a graphic designer with corporate experience I value feedback that focuses on problem solving and seeking solutions to issues a team may be experiencing by discussing the facts, the needs and the goals of a project while maintaining a mutual respect and commitment. We are all humans and mistakes happen, issues arise but we can solve any problem as long as we work as a team with a clear vision and common goal.

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5 Invite feedback from your team member

Finally, giving feedback should not be a one-way communication, but a dialogue that encourages mutual learning and improvement. Therefore, you should invite feedback from your team member, asking them for their opinions, suggestions, and questions. This way, you can show that you value their input, respect their perspective, and are open to feedback yourself. You can also use this opportunity to clarify any doubts, resolve any issues, and agree on any actions or follow-ups.

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Melissa Danda

Designer de Aprendizagem | Professora e Palestrante | Publicitária e Jornalista | Especialista em Docência e em Direitos Humanos, Gênero e Sexualidade
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O feedback precisa fazer parte da cultura, do dia a dia. Do contrário, qualquer "momento de feedback" se torna tenso e cheio de ansiedade, sentimentos que n?o ajudam em nada o entendimento do que está sendo dito. Tratar o retorno, a análise e as críticas com naturalidade pode aproximar os membros da equipe e a lideran?a. Desde que seja uma lideran?a aberta e próxima do seu time. Ninguém deve se isentar de ouvir no que pode melhorar. Ao pedir opini?es e sugest?es, o vínculo que se estabelece é ainda mais forte. E geralmente as pessoas confiam mais no feedback de alguém com quem têm vínculo!

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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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Chase C.

Head of Communications at StreamElements / Thought Wordsmith for Leaders
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I was taught the "stab them in the front" approach. This means providing negative feedback as it occurs so that nothing they hear during their formal review cycle will come as a surprise.

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What are the most effective ways to give feedback to a team member in Corporate Communications?

1

2

3

4

5

6

1 Set clear expectations

2 Use the sandwich method

3 Be specific and actionable

4 Focus on the message, not the person

5 Invite feedback from your team member

6 Here’s what else to consider

Corporate Communications

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What are the most effective ways to give feedback to a team member in Corporate Communications?

1

2

3

4

5

6

1 Set clear expectations

2 Use the sandwich method

3 Be specific and actionable

4 Focus on the message, not the person

5 Invite feedback from your team member

6 Here’s what else to consider

Corporate Communications

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