Changeworksblog.com

Feedback is one of the foundations of good communication.  And we seem to be poor at giving feedback in the UK.  Perhaps it is a blight of our sense of politeness or the stiff upper lip.  Good communication is primarily about exchange of information that can be acted upon; it encourages a positive change in behaviour, thinking or attitude. Once we realise this it is clear that skilled feedback is critical in the communication process.  By following some simple tips we can improve our feedback technique:

1. Timing:  feedback is most useful in changing behaviour if it is given within 5 mins of completion of the event.
2. Positive: our minds don’t like negative feedback; the defences go up and we stop listening.  Make feedback pleasing to the mind by sandwiching negative feedback between 2 positives: What you have done well; what needs improving (at behavioural level); summarise with an overall positive statement.
3. Elicit a response: this is important for manager to employee communications.  It is more direct and elicits a response from the responder which helps embed commitment to change. Here’s how: 
   1. Tell them what they have done well
   2. Tell them what needs improving
   3. Ask for a response, ”Now tell me what you are going to improve.”
   4. Wrap up with, “How will you do this next time?”
4. Non judgemental: feedback should focus on the behaviour not the person. It includes description of what feelings or response someone’s behaviour has elicited in us.
5. Specific rather than general: avoid generalisations.
6. Relevant: make sure the feedback reflects what is important to the receiver.
7. Welcomed: if you feel feedback may not be received well, test the water.  “Would you like some input?” is a simple example.  By allowing people to choose to receive feedback you are opening the door to dialogue.