Five fixes for feedback failures
There are lots of ways that feedback can fail, and they mostly start with us.
Even with the best intentions, we probably commit more feedback failures than we care to admit. These unforced errors -- in our style, delivery and timing, to name just a few -- result in feedback encounters that often leave others feeling defeated and depleted, not renewed and ready to act.
Learning how to share high-quality feedback takes time, training and practice, but prevention starts with awareness. Here are five of the more common ways feedback fails to live up to its potential-- along with some quick fixes that can put it back on track.
#1 - Overloading
Ever try taking a sip of water from a fire hose? That's what happens when we share too much feedback at once. The information pile-up dilutes the message, meaning and impact of feedback. Being particular about what we share can help prevent feedback fatigue and allows others to focus their decision-making energy on one task at a time.
The fix: Moderate feedback by discussing specific issues over a longer range of time.
#2 - Delaying
Most problems don't self-correct, and unless we share feedback in a timely fashion, they'll likely get worse. Since our ability to remember key details diminishes with time (we fall victim to the brain's "forgetting curve"), delaying feedback may lead to a distorted view of what really happened. The right time to share feedback is now, not later.
The fix: Set a predictable cadence to feedback and shorten the gap between action and interaction.
#3 - Misleading
More people would act on feedback if they knew what it actually meant. Too often, the truth gets tucked away as a "praise sandwich" or ducked completely. When that happens, we muck up the message and, worse -- break trust with the people we're trying to help.
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The fix: Give candid, caring feedback that leaves no room for (mis)interpretation.
#4 - Going negative
Harsh feedback is not helpful feedback. I'm not suggesting we gloss over or sugarcoat reality. But if our message is excessively negative, there's a good chance it will only spark defensiveness and dampen motivation. Effective criticism is delivered with respect and care, and it manages to be honest without being brutal.
The fix: Strike the right balance between calling out mistakes and calling attention to opportunities.
#5 - Looking backwards
There's a reason a car's windshield is bigger than its rearview mirror. When feedback looks back on past failures instead of future possibilities, we end up creating a sense of hopelessness and helplessness. With feedback, we can't look back and change the past, but we can always move forward and fix the future.
The fix: Focus feedback on near-term goals and the actions that others can still take.
Keep fixing,
Joe
Dr. Joe Hirsch helps organizations design and deliver feedback without fear. He's a TEDx and global keynote speaker and the author of "The Feedback Fix ." Joe's work and research has been featured in Harvard Business Review, Forbes, CNBC, The Wall Street Journal, Inc. and other major outlets. He also hosts the popular podcast, I Wish They Knew .
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7 个月Great post
Retired Retail Professional, enjoying my garden and volunteer work. In January 2023 I was hired to assist on the HR Team at Veterans Canteen Service, a division of the VA.
8 个月This works for those of us who get and give feedback. Thanks.
International Trade & Project Management (EPC- Transmission Line - Commercial)
8 个月Excerpts from my post, Titled ‘ Listen to the ditty behind the words during appraisal’ dt. 21.10.2024 Feedback is constructive comments, affirmations, information about how someone is doing in their effort to reach a particular set of goals I.e. how on parameters, the employee Allocates, Assists, Encourages, Motivates, Understand's. It comes in the form of : Appreciation; Coaching; Evaluation; & informing decision-making. Feedback is not just evaluation. Evaluations are retrospectives, so they happen after appreciation, coaching & mentoring have been asked for and offered continuously. Employees want to receive constructive feedback but dread badly delivered feedback. Employees often complained that the boss was ambiguous in giving actual constructive performance feedback. As a result, felt that he / she is not being considered for advancement in their career. One instance may be said employing knows the job, executes but overconfident or lack of Interpersonal skills or without knowing, said employee had become part of the problem, not a part of the solution. All us say that we want 'frank and open feedback', but are unprepared for it. The best feedback is obtained not from what is stated explicitly, but from what is not stated.
MSIR at Loyola University Chicago
8 个月I agree with Joe that there are a number of ways to correct feedback failures and invite readers to consider Achieving Performance Results, - Boosting Performance in the Virtual Worplace. it is a handy resource that identifies various ways to prepare for and conduct performance management discussions including dealing with the sensitive topics of poor performance and pay issues. View at: https://www.amazon.com/dp/1699835004?ref_=ast_author_ofdp;
Associate at Adecco
8 个月Well said keep plugging foward with positive feedback