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15 Ways To Offer Truly Constructive Feedback

https://www.forbes.com/sites/forbescoachescouncil/2017/06/19/15-ways-to-offer-truly-constructive-feedback/

forbes.com

15 Ways To Offer Truly Constructive Feedback
Whether it's positive or negative, formal or informal, any type of feedback from a supervisor or colleague can clue an employee in on where they stand performance-wise. These types of assessments are especially important when an employee is exhibiting troubling behaviors or attitudes, and the right feedback can help them improve significantly.

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15. Show Respect And Stay Objective

  • Choose words that do not put the receiver on the defensive.
  • Use "I" messages, like “I’ve noticed”, rather than "you" messages, like “you always.”
  • Keep your emotions out of it, as they can derail your message.
  • Maintain dignity by giving choices where possible.

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14. Use Criticism Well

If you use criticism to bash or undermine, it will be harmful. If you dismiss criticism without reflection it will be useless. But if you assess criticism objectively and without emotion, you can discover what's useful to you, and shrug the rest off. 

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13. Discuss Behavior, Impact And Action

Focus on the impact of specific behavior and give expected corrections, but refrain from focusing on personality or intent. This causes less hurt feelings.

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12. Maintain Collaborative Communication

If someone brings up an idea you disagree with, don’t shoot the idea down. Doing so can shut down your channel of communication and make others less likely to share ideas in the future.

Instead, focus on building a culture of collaboration to encourage constructive criticism. 

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11. Focus on a Behavior That Can Be Changed

Most people give feedback by making broad-based claims without providing evidence. Broad-based claims are interpreted as character evaluations and tend to be harmful.

Constructive criticism highlights things can be changed and provides some indication of how to change them.

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10. Know When To Get To The Point

One of the biggest misconceptions about constructive criticism is that you must wedge your critique between positive openings and endings. However, this method doesn’t always translate into better performance.

Sometimes a leader has to get straight to the point and offer guidance on how flaws can be overcome.

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9. Start With What Is Working

Real feedback is actually about telling the truth without blame or judgment. And the truth always has two parts: something is working, and something could be better. Start with what works, then share the upgrade.

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8. Build A Bridge, Don't Burn One

Constructive criticism’s aim is to strengthen people, not to tear them down. Focusing on the issue or the behavior and not the person helps with that.

Explain the impact the behavior had on the business. Coming from a place of collaboration and support helps keep that bridge of communication.

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7. Use Emotional Intelligence

Before delivering criticism, consider your emotional state and how the feedback to be delivered impacts all involved. 

Manage your emotions beforehand to obtain the desired outcome. 

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6. Prepare The Recipient For Feedback

Frame the feedback with the outcome in mind, and prepare the recipient for what you have to say. It never hurts anyone to be told, "I need to tell you something that may be hard for you to hear."

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5. Have A Private Conversation

Praise in public, criticize in private. Feedback loses value when people feel humiliated or embarrassed. So, use the right tone and motive and be constructive.

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4. Point Out Opportunities, Not Faults

State your intention, why you’re the one sharing this feedback and how you are willing to help the person learn from it. 

Choose a private place and give them time to understand the next steps. Being proactive, by showing respect and listening to their impression helps to build trust.

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3. Give Your Intention Some Attention

If you want to criticize to help someone improve their performance, approach it from a place of how you would want the information communicated to you.

Stay factual to avoid an emotional confrontation and make sure you create the space for it to be a conversation (versus a directive) that leads to a positive outcome.

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2. Ground Your Constructive Criticism In Behavior

Constructive criticism clearly describes the behavior that you want changed. Examples:

  • Don’t say they are irresponsible, provide the dates when they have come in late.
  • Don’t say they are disrespectful, reference how they roll their eyes and sigh.
  • Don’t say they need to be more of a "team player," explain the specific behavior that you expect.

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1. Focus On How To Change

To criticize constructively, frame it in a way that the focus is on the change that needs to occur and the benefits of implementing it without resorting to accusations or derogatory tone and comments.

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SIMILAR ARTICLES & IDEAS:

Feedback

Feedback

Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...

Types of feedback

  • Positive vs. negative. Positive feedback confirms that someone is taking good action, while negative feedback shows what actions need to be corrected.
  • Formal vs. informal. Formal feedback is given on a set schedule, and informal feedback is short and follows after an action or event.
  • Annual vs. monthly
  • Verbal vs. written
  • Manager vs. peer

Effective feedback

Effective feedback is:
  • Objective. Don't let your personal feelings get in the way.
  • Timely. Feedback should follow when the event is still fresh.
  • Constructive. Give respect and show that you have their best interests in mind.
  • Actionable. Feedback must include immediate next steps.
  • Warranted. Give your employees room for mistakes and learn from them.

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The "why" of feedback

The purpose of giving feedback is to improve the situation or the person's performance. You won't accomplish that by being harsh, critical or offensive.

You'll likely get much more fro...

Timing of the feedback

The closer to the event you address the issue, the better. 

And it's much easier to provide feedback about a single, one-hour job that hasn't been done properly than it is to do so about a whole year of failed, one-hour jobs.

But if the situation involved is highly emotional, wait until everyone has calmed down before you engage in feedback

Make it regular

Informal, simple feedback should be given much more often than this – perhaps every week or even every day, depending on the situation.

It's not a once-a-year or a once-every-three-month event. Though this may be the timing of formal feedback.

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The biggest innovations seldom happen when everyone's happy or safe. They happen when people are a little panicked and worried, and when they have to act quickly.

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