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The best tips for giving formal feedback

https://www.invisionapp.com/inside-design/formal-feedback-tips/

invisionapp.com

The best tips for giving formal feedback
Criticizing others' work can feel intimidating. Check out our trusted tips on giving formal feedback

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The importance of giving feedback

The importance of giving feedback

Giving feedback to your employees is good for a number of reasons:

  • It allows people to hone their work in a quick and efficient manner;
  • It opens up the opportunity for them to learn from a more experienced worker;
  • It motivates them to go to work and finish tasks.

However, invigorating a healthy culture of providing feedback is a task in itself. It can feel intimidating and a lot like criticism but if done correctly, it allows a comfortable environment that is open for discussion.

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Do's and don'ts for feedback meetings

DO:

  • Schedule the meetings early, midway, and at the end of every project to provide in-depth feedback.
  • Don't be shy to bring in experts from other teams.
  • Set an official facilitator and set ground rules for the conversation.

DON'T:

  • Don't overcrowd the meeting. Less than seven is advised.
  • Don't set up a meeting for a finished project, unless there are revisions needed to be done.
  • Don't let the conversation get flooded by too many ideas, only list down those that are important.

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Do's and Don'ts for quick check-ins

DO:

  • Establish a set schedule for everyone in the team to participate for quick updates and feedback.
  • Ask the important questions like: What did you do yesterday? What will you do today? Is anything in your way?

DON'T:

  • Don't prolong the check ins. It isn't the time to discuss what would be discussed for a meeting.
  • Don't keep seated. Stand up, get on your feet and keep your body moving to get energy flowing.

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Do's and Don'ts for feedback after project completion

DO:

  • Include everyone who participated in the project.
  • Try to consider using a survey to get everyone's perspective.
  • Use this as an opportunity to have everyone integrate what they have learned from the project.

DON'T:

  • Forget to reflect on the humps that happened during the project and discuss what could've been done better.

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Do's and Don'ts for feedback on a postmortem

Here is how to give feedback to poorly-made projects:
DO:

  • Have a moderator that is impartial for the discussion that can set ground rules for a better flowing conversation.
  • Focus on the timeline of events and facts.

DON'T:

  • Finger point. Instead, send an e-mail containing the summary of the postmortem in a professional manner.
  • Finish the session without clarifying lessons learned and next step actions.

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SIMILAR ARTICLES & IDEAS:

Negative Feedback

Negative feedback is a more important component of the feedback cycle than positive feedback. 92% of people say in a study that negative feedback improves workplace performance.

Why are people scared of Feedback

Normally people react with caution and fear towards negative feedback, but it is much better than no feedback at all.

Informing the colleague/subordinate/client/customer or individual about something that is not working, is always beneficial, and builds transparency and trust.

Check how it impacts the person

The fundamental goal of giving feedback is to help the person you’re giving it to. They should realize that you are not trying to make them feel bad, and this is an exercise to help make them better.

How it impacts each individual is going to be different so a tailor-made approach is required. 

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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.

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.