Feedback has been shown to be a key motivator improving competency and so driving performance. By the same token the lack of feedback or inappropriate badly delivered feedback will have the reverse effect and can even reduce retention rates, it’s worth getting it right.
In this series of two posts we’ll look at the three key elements of delivering or receiving effective feedback.
- Timing – When and where you give feedback.
- Structure – How to give it.
- Receiving – How to receive feedback.
In this post we’ll look at Timing and Receiving, and in the next post we’ll look at Structure.
Part 1 – Timing and Receiving Feedback
Timing – When and where you give feedback
You’re in a client meeting with a colleague, they do something you feel is very inappropriate and you want to give them some feedback.
When do you do it, in the meeting? Clearly not, and for the same reason in the corridor lift or reception probably, doesn’t work either but, then nor does the following day. Our memories become increasingly selective as time goes on, so recall of specific moments will differ more and more.
As a guide you should give feedback:
- where there is sufficient privacy for the subject matter
- where there is ample time to concentrate
- as soon as possible after the activity but, with sufficient time for reflection especially for negative feedback.
Ideally, especially if the feedback is developmental you should do this face to face.
It may seem obvious to say it but the purpose of feedback is to improve performance, it is not to release anger, humiliate or punish. If you’re feeling emotional, frustrated, or angry then you are in the wrong state to give or receive feedback.
Receiving – How to receive Feedback
The most important thing to remember when someone else is giving you feedback is:
- Say and do nothing except listen.
Whether the feedback is positive or negative, whether you agree or disagree
- Stop
- Focus on them
- Listen
I bet you were expecting something more complicated, but it’s that simple!
I hope this post was useful. In the next post we’ll look at the structure of how to give feedback.
David Solomon
Managing Director, Sun and Moon Training
@SunMoonDavid
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