Feedback might seem like it can be a bit of a minefield to navigate, but done in the right way it can really help develop both the person giving, and the person receiving the feedback.

Here are 5 simple tips to help both of you come away from a positive, and constructive conversation which will help you develop interpersonal relationships, and improve efficient collaboration at work.

1. Only give feedback that’s yours to give.

Whether being the person giving or receiving the feedback, always make sure it has not been passed on or influenced by anyone else. If this isn’t the case, the feedback can not be constructive as discussion with examples to demonstrate a point can’t be given. There needs to be the opportunity to ask clarifying questions for the feedback to be understood, and a decision to be made off the back of it.

 

2. Check in with your/their intentions

The aim of feedback should ALWAYS be to help develop another person, giving them insights into things they may not already be aware of, or sharing experience and knowledge that you have, and could help them develop in their journey. If this doesn’t seem to be the case, what you are giving/receiving is more of an opinion and is likely to reflect more on the person giving it, than the person receiving it.

 

3. Ensure the feedback is specific and in relation to actions not characteristics.

As soon as the feedback involves comments on a person’s character/personality, take a pause and go back to the action and facts. When we feel our character is being challenged, we tend to take comments personally which is not the purpose of feedback and will distract from the positive change that people hopefully chose to take from constructive feedback.

 

4. Make time for discussion then and there about the feedback

With all the best intentions, if the person giving the feedback, and the person receiving it don’t come away with the same understanding, expectations will not be aligned, and the situation will not be resolved for both. Make sure you both ask probing questions to clarify your understanding of the points being made, and that the facts discussed are not open to interpretation.

 

5. Feedback is not a dirty word!

Too often the word feedback can bring about anxiety for all involved, but it really needn’t.

Change comes from actions, and each person who approaches feedback as an open conversation brings us one step closer to a wave of change for better collaboration and progression for all.

Constructive rather than destructive feedback is:

Authentic
Sincere
Specific
Relevant
Clear

For more hints and tips on this and other related topics, come follow me on my socials.

 

Jenna