Human first! – The art of giving feedback in the workplace
Providing feedback is a vital aspect of leadership and personal growth. As an social and emotional intelligence coach, I know how valuable constructive feedback can be in helping individuals and teams thrive. However, giving feedback effectively is an art that requires finesse and skill.
Here are 12 common pitfalls to avoid when delivering important feedback. Recognising and steering clear of these mistakes will enhance your ability to provide feedback that is constructive, well-received, and conducive to growth.
Don’t Make It Personal: Be hard on the problem and soft on the person. When giving feedback, avoid making it personal. Focus on behaviours, actions, or outcomes rather than attacking someone’s character or personality. Keep the conversation objective and professional.
Avoid Generalisations: Vague or sweeping statements can leave the recipient unsure about what specifically needs improvement. Instead of saying, “You always do this,” provide specific examples and details to illustrate your point.
Don’t Deliver Feedback Publicly: Feedback is best delivered in a private and confidential setting. Avoid providing feedback in front of colleagues or team members, as it can be embarrassing and counterproductive.
Refrain from Being Overly Critical: While constructive feedback is essential, avoid being overly critical or harsh. Strike a balance between highlighting areas for improvement and acknowledging strengths.
Don’t Assume Intent: Avoid assuming why someone behaved a certain way. Instead, focus on the observable behaviour or outcome and ask for their perspective to gain a better understanding.
Avoid Interrupting: Allow the individual to express themselves fully before responding. Interrupting can come across as dismissive and hinder open communication.
Don’t Rely Solely on Negative Feedback: Balance negative feedback with positive reinforcement and recognition of accomplishments. A feedback conversation should not be solely focused on what went wrong.
Avoid Using Complex Language: Ensure that your feedback is clear and easily understood. Avoid using technical jargon or complex language that might confuse the recipient.
Don’t Delay Feedback: Timely feedback is more impactful. Avoid waiting too long to address issues or provide recognition. Address them as close to the relevant situation as possible.
Avoid Comparisons: Avoid comparing individuals to others when giving feedback. Focus on their individual performance and growth rather than making un-favourable comparisons.
Don’t Provide Feedback When Emotional: If you are upset or emotional, it’s best to postpone the feedback conversation. Emotional feedback can be counterproductive and escalate tensions.
Avoid Neglecting Follow-Up: Feedback is most effective when it leads to action and improvement. Don’t forget to follow up with individuals to assess progress and offer ongoing support.
Effective feedback is a powerful tool for personal and professional development. By avoiding these 12 common mistakes when giving important feedback, you can foster an environment of growth, collaboration, and open communication.
Deliver feedback from the heart, remember that providing feedback is a skill that can be honed and perfected over time.
Join one of leadership retreat to develop your skills further, for more information email me directly at jon@gettheedgeuk.co.uk
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