Quality feedback easy as 1, 2, 3

Feedback, as they say, is a gift. Even so, it can be a struggle to give it and just as much of a challenge to receive it. In my experience, a “three up, three down” approach helps on both ends.

I use this approach in my response to proposals and presentations, in product reviews and project updates, in candidate interviews and more. It’s become a standard part of the way I operate, and for good reason: In talking honestly about three things that work well and three things that don’t – and asking others to do the same – I’m able to spark an open, transparent dialogue. We compare three up and three down lists to see where we match or differ. We use them to assess holes or oversights. We explore them to discover ways to build upon strengths and mitigate weaknesses. In other words, a three up and three down approach leaves us with quality feedback that is specific, constructive and actionable.

I use the approach to help manage performance, too, including my own. At midyear and annual review time, in addition to reflecting on progress toward goals, I consider the broader positives and negatives of my performance in the year to date. I bring my list to the meeting with my manager, who has prepared a similar list. It’s always interesting to see where we align, or how my manager’s perception of me differs from my own. My ups and downs could fill notebooks (and actually do). I love to look back on these to see where I’ve grown, where I’ve fallen short and what I’ve done about it. If a negative resurfaces, I know I need to work even harder to mitigate it. If a positive repeats, I feel good about that, but also think I may need to dig a little deeper in identifying a strength that is perhaps more specific or more relevant to the time period or project at hand.

Regardless of the forum in which I use the three up, three down approach, one of the things I appreciate most about it is its balance. People need both positive and negative feedback to reach their full potential, and so do projects and initiatives. Three up and three down lists provide that. When used consistently, they create an honest, constructive and meaningful way to drive continual improvement, and isn’t that what the gift of feedback is all about?