The Art of Constructive Feedback

Improve morale…

Give valuable insight…

Provide new perspectives…

Increase productivity…

Inspire your employees!

These are just a few of the amazing benefits that go part and parcel with the ability to provide thoughtful, constructive feedback. Beware though, it can go south quickly if you’re not versed in this fine art.

Unless you’re Blake from Glengarry Glen Ross, odds are you try to conduct all feedback sessions with some tact and sensitivity.

Seriously, did anyone even qualify the Glengarry leads? 

Anyway, the real purpose of feedback isn’t to show off your superiority or make someone feel bad, but, even leaders with the best of intentions sometimes struggle to relay their “critiques” in a way that fosters personal and professional growth for their employees.

After all, that’s the ultimate goal of constructive feedback.

How to Make Your Feedback Constructive (and effective!)

BE MINDFUL OF YOUR DELIVERY.

Remember how we always say that communication is more than words? This couldn’t be truer here! Try to be warm and open with your tone for starters. Avoid words like “but,” “however,” and “although". 

·      Strive to avoid coming across as judgmental.

·      Be sure to base all of your observations and statements on facts

·      Don’t compare your employee with another employee. 

“Why can’t your reports look more like Tina’s?” isn’t going to win you any fanfare.

Instead try “For next week, I’d love to see your reports include sections for xyx.”

STAY POSITIVE.

While you’re likely wanting to get employees to shift their behavior or approach, it’s important to give just as much (or more) positive feedback than negative.

If you’re not the kind of manager that offers praise and recognition on a regular basis, be sure to call-out some things the employee is doing well during your feedback session, if possible. 

We live in a world where we get CONSTANT feedback (yes, I’m looking at you (and ourselves) who is seeking “likes” on a social post within moments of posting it! But seriously…. like our posts…). If we’re not giving feedback in the moment or regularly enough, we’re missing opportunities to help one another grow in a positive manner.

DON’T MAKE IT PERSONAL.

Always keep the spotlight on the behavior, the work, or the problem, and not the person. Instead of telling your employee, they are lazy and irresponsible, say something like “I’ve noticed that you were tardy 3 out of 5 days this week. Punctuality is important because of XYZ. I need you to be coming to work on time because of ABC.”

Leave it up to Dilbert to show us what not to do…

FOCUS ON WHAT CAN BE ADJUSTED.

In order for the feedback to truly be constructive, it has to end with a roadmap for change and improvement. Avoid referencing things that may be out of the employee’s control or are simply unreasonable.

ALWAYS HAVE THE “WHY.”

They might not ask, but you should always be prepared to support your feedback with a “why”.   Then, pair this why with a concrete solution, recommendation, or expectation.

BE KIND.

Yes, we know. You’re the boss and you could deserve respect. But seriously, don’t be rude – especially in situations that could be extra sensitive and emotionally charged. You can never go wrong just being real, human, and empathetic! 

Let’s Recap! Quick Steps to Giving Constructive Feedback

If you work with other people, you’re bound to give feedback. Whether it’s your coworker, subordinate, or even (eek!) giving feedback to your boss when they ask for it.

1.     Tell them the reason for your feedback and why it’s needed.

2.     Identify and detail the issue/what needs correction.

3.     Allow them the opportunity to respond.

4.     Provide guidance, direction, and input on how to improve or resolve the issue.

5.     Summarize the discussion and detail next steps. 

Keep these pointers and steps in mind the next time you have to provide feedback. You can do it!

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About the author

Dave is the founder of First Captivate, an acclaimed Fearless Presenting workshop geared toward helping business professionals upgrade their influencing and speaking skills. A career championed in professional development, he now leads thousands of professionals, in presenting themselves through compelling and relevant messaging in all of their interactions. You can learn more about Dave and First Captivate here.

Want to work on the communication skills needed to be an effective manager and leader? Reach out to the First Captivate team!