The STAR Method for Giving Feedback

The STAR Method is a structured and effective technique for giving constructive feedback in a detailed and objective manner.

This method is a powerful tool for improving work performance, strengthening professional relationships and fostering a collaborative environment.

The STAR structure allows you to focus on the facts and the impact of behaviors, avoiding personal judgments and vague reproaches.

STAR Method Structure

Situation: Describe the specific context in which the event occurred without making interpretations.

For example: "During our last follow-up meeting, we discussed the project report that was due to be completed by last Friday".

Task: Explain the task or behavior expected of the person.

For example: "You were responsible for finalizing the report and sending it to the team before the end of the week".

Action: Describes the action the person took or failed to take.

For example: "You did not send the report on time or inform the team that you needed more time".

Result: Indicates the impact of that action on the project or team.

For example: "This delayed the progress of the project and put the team in a difficult position to meet the final deadline".

Benefits and application examples

The STAR Method is effective because of its clarity, as it avoids generalizations and focuses on concrete facts.

It is objective, allowing you to analyze behaviors without attacking the person.

By explaining the impact of actions in a factual way, you help the person understand how his or her behavior affects the team and the project.

You can use this method for both corrective and positive feedback.

For example, when giving positive feedback, you can say, "When we implemented the new project management system, the team faced challenges.

You organized meetings, answered questions quickly, and implemented solutions, which allowed us to launch the project on time and improve productivity."

This feedback, being precise and concrete, reinforces