FEEDBACK
IS NOT ONLY NEGATIVE
- We often assume that Feedback is synonymous with Negative feedback.
- It would be prudent to focus on perspectives, the positive and the developmental.
DON’T
MAKE IT PERSONAL
- Direct developmental feedback towards the behavioural traits or knowledge /experience that needs to be cultivated.
- Do not attack the individual and make personal comments on him/her.
BE
PREPARED AND BE CORRECT
- Jot down the areas that you need to cover/give feedback on, before the meeting and use as a reference.
- Negative feedback can impact a person’s life irreversibly so ascertain that your facts are correct before giving feedback.
BE HUMANE
- Giving feedback good or bad is part of your job.
- But just because organisations are becoming more and more performance focussed and less and less humane doesn’t mean that you should forget your humanity.
- The person you are talking to is a human being and deserves to be treated with the necessary courtesy and thoughtfulness, irrespective of being in the bottom 10% or top 20%.
LISTEN
- Don’t make it a one way sermon from your side, give the person receiving feedback a chance to respond.
- Genuinely listen to what they have to say.
RECEIVING
FEEDBACK
- Don’t only give feedback also ask for it, a subordinate is also affected by your behaviour, so their feedback is also key to completing the process.
LIFE
AFTER FEEDBACK
- Plan the way ahead, let there be clarity on both sides.
- Let the person come back for clarifications a little later if they are not in a position to respond immediately.
- Close the loop on doubts and concerns.
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