The Give and Take of Feedback

Providing feedback to staff is always tough, but if it's "constructive," you not only get the message across, but also build a more cohesive and capable team as a result. Sometimes we feel uncomfortable when we have to pull employees up - but this need not be the case if we do it in the right manner.

Constructive feedback is the only way to learn and develop -both personally and professionally – but what is constructive feedback?
First, I'll tell you what it's not. Constructive feedback is not criticism, it is a not personal but a targeted response to an individual's action or behavior and it is not "closed" but rather invites the individual receiving the feedback to shed light, share their perspective, or provide their response.

Constructive feedback does not blame, but presents a collaborative approach to problem-solving. Why constructive feedback works...
Principles of feedback

1. Choose correct timing for feedback
Praise is most effective when given as soon as possible after the behavior has occurred. Immediate feedback will help to reinforce a correct behavior and make it more likely to happen again.

2. Ask for self assessment
Beginning by asking the person for self-assessment involves them in the feedback process.It helps to promote an open atmosphere and dialogue between the person doing the coaching and the person being coached.

3. Focus on specifics
When you focus on a specific correct or incorrect behavior, you remove the feedback from the sphere of personality differences and the other person will be more willing and able to change.

4. Limit feedback to a few important points
Good coaches and communicators identify one or two critical areas and help the person address them one at a time. It is too hard to examine and try to change many aspects of behavior at one time.

5. Provide more praise than corrective feedback
Positive reinforcement is one of the strongest factors in bringing about change. Unfortunately a lot of people always focus on the negative. When you give corrective feedback, remember to point out corrective behaviors first and always end the conversation on a positive.

6. Give praise for expected performance
People deserve to be praised for doing their job to the expected level. Too many people take the expected level for granted however. Praise is a strong motivator, and enough praise may be what it takes to turn an average employee into an exceptional one.

7. Develop Action Plans
Work together to identify the desired performance or result and how it can be achieved. Decide when the steps will be accomplished.