Giving Feedback

Giving Feedback

1. Be timely

   • it is better to comment in advance and before the event. it is much easier to provide feedback on a single one-hour job that has not been done correctly than it is to provide feedback on an entire year of failed one-hour jobs.

2. check your reasons

   • The purpose of giving feedback is to improve the situation or performance of the person, do not be harsh, critical or offensive, you are likely to get much more from people when the focus is positive and focused on improving, comments always have to be good, but you have to be fair and balanced

3. make it regular

   • When something needs to be said, say it. Although this may be the time for formal feedback; Informal and simple comments should be given much more frequently, perhaps every week or even every day, depending on the situation.

4. prepare your comments

   • It is necessary to be clear and concise about what you are going to say. This will help you stay on track and stay out of trouble.

5. be specific

   • Tell the person exactly what needs to be improved. Do not give feedback based on the opinions of other people, you have to stick to what you know first-hand.

6. criticize in private

   • Establish a safe place to talk where you will not be interrupted or overheard. Public scrutiny is not a good act.

7. use i statements

   • Give feedback from your perspective. "I got angry and hurt when you criticized my report in front of my boss" instead of "You were insensitive yesterday.

8. limit your focus

   • A comment session should not discuss more than two issues; to prevent the person from feeling attacked and demoralized. Stick to behaviors that you can actually change or influence.

9. talk about positives

   • start with something positive. This will allow the person to "see" what success looks like and what steps to take next time to get it right.

10. Giving feedback is a skill. And like all skills, it takes practice to get it right, you need to tell the employee the things they are doing well and not so well, and you have to do it the right way and with the right intentions, feedback can lead to performance. exceptional and have to be delivered carefully and frequently.