Give Constructive Feedback

Feedback is a powerful tool that, when used correctly, can drive improvement and growth.

However, it is often confused with criticism, which is unhelpful and destructive.

Criticism focuses on the negative, while constructive feedback aims to "build up, not tear down."

Providing good feedback is a skill that requires tact, self-awareness, and a clear purpose.

Guidelines for Effective Feedback

Before giving feedback, it is crucial that you prepare. The first thing is to verify your motive.

Feedback should have a genuine intention to help the other person, not to vent your frustration or blame them.

If your motivation is anger or resentment, it's best to postpone the conversation.

Once your intention is clear, you should ask permission to give the feedback.

Giving unsolicited feedback can be perceived as disrespectful or condescending, which will trigger the other person's defensiveness.

Questions like, "Are you open to feedback right now?" or "Can I share some observations on this topic?" are key to paving the way for a receptive conversation.

The Formula for Constructive Feedback

How you structure your feedback is just as important as the intention.

To avoid making the person feel attacked, you should focus on their behavior, not them.

Instead of saying "you're lazy," which is judgmental, you should describe the behavior objectively and factually.

For example, "I noticed you didn't turn in your report on time."

Then, you should describe how that behavior impacts you or the team.

It's crucial to use "I" statements, such as "I get frustrated when deadlines aren't met."

This takes responsibility for your own emotions rather than blaming others.

Finally, you should be specific and propose a change.

Don't say "be more proactive," but rather "I'd like to hear from you." in advance if you can't meet a deadline."

By following these guidelines, feedback be