HBR Guide to delivering Effective Feedback (A book review)

This weekend, I read the book named "HBR Guide to Delivering Effective Feedback" published by Harvard Business Review Press.

I liked the concept on how effective feedback increases an employee's self awareness and foster positive change.

Two types of Feedback well explained as -

i) Ongoing - on the spot constructive conversation ; Weekly check-ins or career coaching sessions.

ii) Formal - Planning for future during Annual or semi annual reviews.

The purpose, review mechanisms of each type is also well established in this book.

Also liked the facts & figures on how the Negative or Critical feedback is more welcomed by the Advanced /Experienced professionals when compared to the group of Beginners or young professionals. Young professionals want feedback focusing on their strengths & likes to feel good & cheerful in every feedback sessions. Whereas, seasoned & experienced professionals prefer a more critical feedback that would help them develop their weaker skills. We need to avoid triggering a threat situation while delivering a negative feedback. Threat situation creates Threat response in people. They tend to be defensive, hostile & even stop the discussion by withdrawing himself/herself completely. Threat Response = Fight or Flight mode.

The 5 : 1 Rule : The famous psychologist, John Gottman explains the importance of genuine appreciation on a regular basis. And we must praise efforts & not abilities . Emotional Experience of the receiver is the most important in this. If the receiver is receiving the feedback with positive emotional experience then only it will stick with people & last longer in memories. While Praising genuine efforts of employees , we must focus on facts & definitely not on assumptions. Praise in a meaningful way only. And when we need to give any negative /critical feedback then generally the rule of thumb is 5 : 1 = 5 appreciation : 1 critical feedback.

How do we make feedback more acceptable ?

Only when the Person offering Feedback is perceived as -

• Reliable
• Fair
• Respectful to others
• Supportive
• Does not show "Set up to fail" syndrome i.e. categorizing/labelling employees as "Good/Bad" performers forever.

I also liked the idea of Job sculpting discussion during Performance reviews. It allows people to choose a customized career path which allows their deeply - embedded life interests to be expressed & increased chance of retaining those employees.

It was amazing to find out the Deloitte "Performance Snapshots" in this book. It has reinvented performance management totally. How the Speed, Agility, One - size - fits - one & constant learning approach is taken by Deloitte has made it more nimble & real- time.

Overall my takeaways from this book are:

1. Set clear expectations
2. Develop a Relationship first (Remember 5:1 rule)
3. Focus on Growth & Opportunities and
4. NOT on Record Keeping / Report card numbers (while doing effective discussion with the employee) .
5. Make it more of a Coaching Discussion
6. Focus on Strength of the employee and
7. DON'T dwell on weaknesses / failures
8. Invite the employees into a problem solving process together
9. Recognize good work in a meaningful way
10. Praise efforts & not abilities
11. The Feedback should always increase & NOT drain the MOTIVATION

Overall I found this book really interesting & insightful . It covered many important aspects of Performance Reviews, Facts & Figures , Logic with Meaningful Examples. I found it a useful book but a bit too lengthy one.