5 Must-Know Feedback Frameworks for HR Professionals

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What if you could increase your team's productivity with just a shift in your feedback strategy?

With the right approach, feedback can become a powerful tool for organizational growth. For HR professionals, knowing how to deliver feedback effectively is essential.

This week’s newsletter introduces five key feedback frameworks every HR expert should master, complete with practical examples to help you apply them in your daily interactions.

Key Feedback Frameworks with Examples:

#1 - SBI (Situation-Behavior-Impact):

This framework helps you provide clear, focused feedback by describing the Situation, the Behavior observed, and the Impact of that behavior.

Example: "During yesterday's team meeting (Situation), I noticed you interrupted colleagues several times while they were speaking (Behavior). This made some team members reluctant to share their ideas (Impact)."

#2 - Start-Stop-Continue:

This simple structure allows you to offer balanced feedback by highlighting what should start, what should stop, and what should continue.

Example: "I suggest you start double-checking your reports for accuracy before submission. Stop skipping team briefings, as it's crucial for staying updated. Continue your excellent client follow-up, as it significantly boosts satisfaction."

#3 - 2 + 1 Feedback:

This model encourages providing two positive feedback points and one area for improvement, fostering a positive culture while addressing growth opportunities.

Example: "Your creative input on projects (Positive 1) and your proactive approach to problem-solving (Positive 2) are greatly valued. To further enhance your contributions, try thinking of ways to improve your time management skills (Area for Improvement)."

#4 - BIFF (Brief, Informative, Friendly, Firm):

Ideal for sensitive or tense situations, BIFF helps keep feedback concise, on-point, and constructive.

Example: "I appreciate your enthusiasm in meetings (Friendly). Let's ensure everyone gets a chance to speak by limiting our comments to two minutes (Brief & Informative). This will allow us to hear diverse viewpoints and make well-rounded decisions (Firm)."

#5 - STAR (Situation, Task, Action, Result):

While often used in behavioral interview scenarios, STAR can also structure feedback by linking specific actions to outcomes.

Example: "In the client project last month (Situation), you were responsible for the presentation (Task). You chose to customize the approach for the client's specific needs (Action), which led to us securing the contract (Result)."

Mastering these feedback frameworks not only enhances the clarity and effectiveness of your communications but also creates a culture of open dialogue and improvement.

Start implementing these frameworks in your HR practices to elevate your feedback game today! ?

Let us know in the comments below the framework that works best for you.

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Samantha was such a promising hire—skilled, smart, eager, and she hit the ground running. Then five months in, she gave notice. This scenario is all too common, but it doesn't have to end this way.

Here's what can happen with effective managerial intervention:

Four months after Sam joined the team, her productivity began to decline.

Before that, she had been an exemplary employee, delivering projects on time and showing her eagerness to contribute.

However, her manager noticed a shift in her engagement and quality of work, which was uncharacteristic based on her initial performance.

The Intervention:? Recognizing the critical point Sam was at, her manager decided to use the SBI framework for a constructive feedback session. The goal was to understand Sam's challenges and realign her trajectory.

Feedback Session Using SBI:

• Situation: "Sam, I've noticed a change in the past month regarding your project submissions. They've been coming in close to the deadline, which is unlike the earlier standards you set."
• Behavior: "For instance, the last three projects were submitted just hours before the deadline, and there were a few more errors than usual."
• Impact: "This has caused some delays in our review process and has required additional rounds of revision, impacting the team's overall workflow."

The Outcome: The manager's careful and specific feedback provided Sam a clear perspective on how her recent behaviors affected the team's dynamics and output. It also opened up a dialogue for Sam to express that she had been feeling overwhelmed with her workload and unsure how to ask for help, fearing it would reflect poorly on her performance.

The Follow-up: Together, they developed a plan for better workload management, including regular check-ins for project prioritization and additional training on time management. Sam felt supported and valued, seeing the feedback not as criticism but as an investment in her growth.

Six Months Later: Sam’s engagement and productivity improved dramatically. She felt more integrated into the team and was proactive in seeking feedback. The manager's use of the SBI framework not only prevented a valuable employee from leaving but also created a culture of open communication and growth.

Samantha isn’t an isolated statistic. By addressing concerns early and using targeted feedback, managers can significantly reduce turnover rates.

Nearly 50% of hourly workers leave in the first six months, but with the right approach, this number can decrease.

This story is a testament to the power of constructive criticism and the positive impact it can have on employee retention and satisfaction.

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