Effective Feedback Strategies

Developmental feedback that provides specific, direct, and constructive information about a situation's behavior and its impact on others.

A type of feedback that tells someone what to do, often phrased positively.

Feedback that outlines potential future consequences of actions.

Describes the feedback type omitted from the text.

Feedback that describes the effect of an action or behavior on others.

Meetings to evaluate an employee's performance.

Essential for improving teams and organizations by guiding needed behavior adjustments in employees.

A necessary part of improvement, but not pleasant to receive.

Using all feedback types (including impact feedback) appropriately for the situation.

Avoids dissecting, assuming motivation, or blaming, allowing for a more natural conversation.

A model to provide feedback by discussing the situation, actions, and resulting impact.

Impact feedback is non-authoritative. It doesn't dictate action or imply consequences.

How a person reacts to feedback depends on their interpretation of the situation, not the giver's intent directly.

Feedback that is perceived as commanding, dominating, or arrogant is likely to be poorly received.

Feedback that focuses on strengths and accomplishments, encouraging improvement and motivation.

Adjusting feedback delivery based on the recipient's individual characteristics and situation to increase understanding and acceptance.

Feedback that highlights areas needing improvement, aiming to guide behavior and enhance performance.

When someone doesn't readily accept or understand the feedback given to them.

Individual differences in processing information, health, personal circumstances, and past experiences can influence how feedback is received.

A guideline suggesting that negative feedback should be balanced with a higher proportion of positive feedback, keeping it motivating.

Delivering negative feedback promptly after an event to ensure the employee remembers the situation and can learn from it.

Choosing the right moment to deliver feedback, taking into account factors like recipient's well-being and any outside stresses they may be facing.

Choosing the most effective communication method for delivering feedback based on the recipient's preferred way of receiving information.

Showing genuine concern for the recipient's well-being and fostering a supportive environment for feedback.

Truly understanding the recipient's perspective and response to the feedback by paying close attention and asking clarifying questions.

Refrain from using feedback as a tool to create fear or pressure, focusing on improvement instead.

Providing feedback that considers the specific strengths and weaknesses of the recipient, avoiding assumptions and biases.

Adjusting the delivery style of feedback based on team dynamics and cultural norms.

Using clear and concise language to express feedback, avoiding ambiguity or indirect phrasing.

Allowing the recipient to explain their own reasons and potential solutions for the feedback provided, demonstrating respect and understanding.

Effective feedback focuses on specific actions and their impact, not judging the person's character.

Feedback should be clear and specific, avoiding vague or clichéd phrases.

Deliver feedback based on your own observations, avoiding involving others in the conversation.

Negative feedback can be valuable for growth, but it should be presented constructively.

Don't sandwich negative feedback between positive comments. This can be confusing and ineffective.

Choose your words carefully and avoid generalizations like 'always' or 'never.'

Focus on observed behavior, not assumptions about someone's intentions.

Be aware of the boundaries of your feedback. Stick to what you've observed and your role.

Common errors leaders make when delivering feedback, potentially hindering effectiveness and creating negative consequences for the recipient.

Impact feedback aims to be non-directive, avoiding commands, consequences, or blaming, allowing for a natural learning conversation.

A dialogue-based approach to giving feedback that focuses on understanding the recipient's perspective and fostering a safe space for learning and growth.

When providing feedback, avoid direct attacks or criticisms focused on the person's character or personality. Instead, focus on specific behaviors and their impact.