Three tips to make your feedback more useful

If you are taking the time to offer feedback – that’s great!? According to my research, nearly half of people say they do not receive enough feedback in their workplace.?

Are you offering the most useful type of feedback?

The table below gives you an overview of three types of feedback you can offer in the workplace.? My insight from years of coaching Leaders and working with their teams is that many leaders believe they offer enough feedback, while their direct reports say they don’t receive enough feedback. When I have dug deeper into the team dynamics, the Leader often offers plenty of Acknowledgement feedback, but the team craves Evaluation and Guidance feedback.? In other words, ‘Good job’ on repeat can become annoying when the team wants to know where they stand and how they can improve.? If we look through the lens of promoting psychological safety, not knowing where you stand doesn’t feel very safe.

As a Leader, it makes sense that you feel most confident and safe when offering Acknowledgment feedback. The risk of it going wrong is low; it’s quick and easy, and both the recipient and you feel good. If your intention in providing feedback is to improve performance, then follow the Acknowledgment feedback with some Evaluation and Guidance feedback.

What my research has found:

Through my many coaching conversations and a recent survey of 128 people, the picture it paints is that we typically offer Acknowledgement feedback the most, but many people find it the least useful type of feedback to receive.

What this means for you when offering feedback:

1. Make sure you offer all three types of feedback and always start with Acknowledgement feedback.
2. Bring awareness to people around you who are skilled at offering Evaluation and Guidance feedback – how do they do it?
3. For the next 90 days, increase the amount of Evaluation and Guidance feedback you offer?to build your confidence in that skill.