Including Feedback in Professional Engagements: 3 Practical Tips
Many of us have interpreted comments as people telling us things we may not want to hear. But there are ways to make sending and receiving feedback easier. The definition of feedback is the conveying of evaluative or corrective information about an action, event, or process. It is also a partial review of the effects of a process down to its roots. An example of feedback is a judge in a competition that gives constructive criticism after a performance.
People want to feel respected, so it’s important to let them know that you see them, so they feel like their work matters. Feedback motivates and stimulates growth, gives people a sense of purpose, and drives their engagement. Feedback also improves professional relationships because it helps bring things to light and prevents problems from arising. The more often you give back, the better.
Giving feedback can be challenging because it requires a delicate balance between giving advice and maintaining a positive work atmosphere. Providing effective and constructive feedback is an important skill for anyone working in a professional environment.
Constructive feedback aims to guide and support individuals or groups by focusing on specific behaviors and providing suggestions for development, with the aim of promoting growth and creating improvement, positive change. It is characterized by being clear, specific, objective and providing evidence-based examples to highlight the impact of actions on goals and outcomes.
Some of my best tips for giving effective feedback are to be objective, consider the timing of feedback, and be supportive.
- Focus on performance not personality
Don’t make it personal. Pay attention to people’s behavior, not their personality. Keep comments focused, based on facts and examples, and don’t let them delve into aspects of someone’s personality that could come across as vile and unprofessional.
When giving feedback, it is important to isolate the individual’s behavior or performance and don’t check stub maker. Avoid personal attacks or making general comments about the person’s character. Instead, focus on specific actions or results that need improvement. By focusing on behavior, you create a safer environment in which individuals are more likely to accept feedback and work towards positive change.
Timing and context are important when providing feedback. Find a suitable time and place where both parties can talk privately without distractions. Avoid giving your opinions in front of others as this can lead to defensiveness or embarrassment. Also consider the emotional state of the person receiving the feedback. Giving feedback when someone is stressed or overwhelmed may not have the desired results. Choose a time when they are open and receptive to feedback.
Instead of saying, “You’re being rude and not listening,” you could say, “I’ve noticed a tendency to interrupt others in our team meetings, and it’s important that we address this behavior.” This is a collaboration, so let’s create an environment together where everyone can express their thoughts and ideas without interruption.
- Be specific
The clearer you are about what’s bothering you, what you’d like to see done differently, and the specific behavior you’re commenting on, the easier it is for people to visualize the problem and take action to change it, which will motivate you. When feedback is unclear, it’s difficult for people to understand what they need to change.
This approach also minimizes defensiveness and encourages more productive conversation because feedback is based on solid evidence rather than personal judgment. Finally, feedback based on observable events promotes transparency and clarity.
“I’ve noticed that you’re frequently late to our team meetings, averaging about 10 minutes late over the past three weeks”. This tendency disrupts our ability to start on time and hinders our overall productivity. Therefore, I encourage you to prioritize punctuality to ensure effective collaboration.
While providing feedback, it is important to offer suggestions and solutions for improvement. Simply pointing out flaws or problems without providing guidance can leave the recipient feeling overwhelmed or uncertain about how to make changes. Provide practical suggestions or resources that can help the person develop their skills or address identified areas of improvement. Work with them to create an action plan, setting clear goals and expectations.
Effective and professional feedback plays an important role in how employees feel about their workplace. Eagle Hill Consulting found in its 2022 survey that feedback left 82% of workers feeling respected. Additionally, nearly 80% of employees say feedback is a key factor in their career development.
- Be supportive
People don’t like being told what they could do better or what’s wrong. So when giving advice, it’s important to be kind and empathetic. Put yourself in their shoes before you start speaking and ask yourself how you would want to be spoken to if the roles were reversed.
Feedback should be a two-way conversation that promotes growth and learning. Approach this process with empathy and a genuine interest in human development. Show understanding and actively listen to their point of view. Encourage them to share their thoughts and feelings about the comments and be open to their comments. Creating a supportive environment builds trust and collaboration, allowing people to accept feedback and act effectively on it.
Giving feedback shouldn’t be a one-time thing. To ensure your feedback is effective, follow up with the individual regularly to monitor their progress and provide ongoing support. Recognize their efforts and praise their improvements, and become available for questions or additional advice. By demonstrating your commitment to their development, you reinforce the value of feedback and promote a culture of continuous learning in the workplace.
In this model, you first encourage team members to give each other feedback. From there, you and your team members will take the self-assessment feedback into account when giving your input, acting as coaches. This way, you can encourage team members to develop their feedback skills, help you understand each team member’s concerns, and create collaborative relationships.
Comments must be timely and timely. Give feedback as immediately as possible about the problem you want to solve. This way, the person you’re talking to will know exactly what you’re talking about. If you wait, things can get forgotten and it becomes more difficult to pinpoint the behaviors you want to see changed, especially when it comes to change management.
