Giving Feedback That is Utilized

The goal of feedback is to not simply give feedback, rather provide feedback that is received well and used effectively for personal improvement. All too often we provide feedback in the framework of only constructive feedback; therefore, managers and leaders condition themselves to be in tune with feedback only on the side of constructive feedback. What if managers provided feedback that was only positive would that position an employee to receive the constructive feedback when received more favorably and successfully?

Here are four tips to make giving feedback more successful:

1. User permission-based questions by asking the employee would you mind if I provided with you a perspective or set of feedback where I feel you could benefit?
2. Spend 70% of your time looking and or providing positive feedback. This opens the door to the 30% of the time were constructive feedback needs to be delivered. This will engage the employee to the point that they become more receptive of the constructive feedback.
3. Leverage the concept of W.I.I.F.T -what's in it for them. If you cannot answer this when giving feedback all you're really doing is providing constructive feedback the employee may have little ability to receive and apply successfully. For example, if a manager gives an employee feedback specific to let's say a bad attitude what's the benefit to the employee? If we can provide feedback that has an underlying benefit to the employee they will become more respectful and trusting of the feedback.
4. Last, spend 20 minutes a day walking the offices looking for good things and react accordingly. Drop off cards or little notes on people's desks saying they're doing a great job in a specific area. Send a note or book to the employee's home saying how much you appreciate them.

In summary, if managers stayed cognizant of the fact they're actually managing a tribe and not just individuals. When an individual receives constructive feedback they go back to their work area only to have fellow employees (tribal members) asking them what happened. What if leadership had employees going back to the work area / tribal community sharing positive feedback from their manager 70% of the time? What would happen to the culture and people's willingness to complain? Again, feedback is not meant to just simply be given, but given so it's received well and used successfully.

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