How to Give Effective Constructive Feedback (And How to Receive It!)
As a leader, business owner, customer or client, it’s inevitable that you’ll be in a position that requires you to give a person, or group of individuals constructive feedback.
I’m going to bet that your initial thought or feeling about constructive feedback is... UNCOMFORTABLE!
I get it! Sharing feedback doesn't necessarily come naturally to the majority of us.
And in the beginning, it will feel a bit icky giving feedback that isn’t always positive. But there are some techniques you can use to make giving feedback easier on yourself and the recipient.
The Benefits of Giving and Receiving Constructive Feedback
Providing a person with constructive feedback has benefits for both yourself and the individual.
These benefits include:
Creating Change: Your ability to appropriately articulate and communicate the issue or concern will result in a more favourable outcome.
Implementing Change: Giving someone the opportunity to receive feedback and change or improvement on the behaviour means they’ll be more likely to feel accomplished once delivering.
Whilst it may never truly feel comfortable to provide this feedback, try and remember the benefits of doing so if it is done appropriately.
So now that we know WHAT we feel about giving constructive feedback and WHY we need to do it. HOW do we best deliver effective constructive feedback?
5 Steps to Giving Effective Constructive Feedback
Offer Feedback in a Timely Manner - If not immediately, then within 24 hours is best. This way issues can be resolved before they potentially get blown out of proportion (or before the incident details are forgotten)
Stick to the Facts - Stay objective and fact-based while also providing a solution. For example, “this is the second day in a row you’ve arrived late to work. As part of your role, your shift starts at 8 am, please call me on my mobile if you’re running late”
Remove the Emotion - Constructive feedback isn’t personal or based on feelings, so be sure to remain focussed on the issue at hand and less about how you feel
Reset Expectations - It’s all well and good to say to someone ‘this isn’t what I wanted.’ But we need to ensure expectations are clearly set for exactly what you did want. Keeping in mind that the expectations are fair and reasonable.
Encourage 2-Way Communication - Don’t dictate to a person and make them feel like they are being ‘told off’ for what has occurred. Ask for their interpretation of what has happened, ask for their improvement ideas, thoughts, feedback and encourage open dialogue. If a recipient is engaged and involved in the feedback process, they’re more likely to take it on board. Ultimately, this results in a positive outcome for all.
But, while it’s inevitable to need to give constructive feedback, on the flip side it’s also inevitable that you’ll receive constructive feedback.
This again may feel uncomfortable to you but I personally believe constructive feedback is an amazing gift that can allow us to improve, change and grow across roles or businesses.
So HOW can YOU receive constructive feedback effectively for your benefit?
3 Ways to Make the Most of Constructive Feedback
Be Open to Feedback - Even seek it out! After an event I presented at recently, I called another speaker to see what he thought I could do better next time. Don’t be afraid to hear what your improvement areas are - we all have them
Don’t Respond Emotionally - This is easier said than done I know, but constructive feedback isn’t a personal attack. Try focussing on the benefits of this information instead of feeling bad about yourself
Thank the Person - Thanking the person for taking the time to offer you feedback and rephrasing what you’ve taken away from the conversation takes guts and is super useful! It also demonstrates that you are open to feedback and growth.
Will you be giving or receiving constructive feedback differently after reading this piece? I’d love to hear from you in the comments below!
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