Create A Culture Of Feedback

Asking permission can be as simple as asking a question like: Do you have 20 minutes to talk about X? If the answer is yes, then you can move on to those magical 19 words.

If the answer is no, then ask when a good time to talk about X is and schedule a time on the...

Make sure you’ve got a clear scope of work with detailed milestones and timelines. The scope should be detailed enough so that all parties understand what is expected and when items are due. 

Daniel Coyle, the author of several books on talent, suggests starting each feedback conversation w...

Communication is key to building strong working relationships, whether with employees or with freelancers. While most organizations have built-in methods and procedures for giving feedback to employees, such as regular 1:1 meetings, many companies lack processes for giving feedback to fre...

If you don’t ask for feedback, you’re unlikely to get it. Don’t forget to also ask for feedback from your freelancers, consultants and independent contractors. Being external to your organization gives them a valuable vantage point.

Their outside perspect...

Whenever possible, critique in private and praise in public. No one likes to be publicly called out for failures or mistakes.

Critique publicly, and you’re likely to be met with defensiveness. This should go without saying, but if you’re in a bad mood, give yourself s...

Start by stating what you observed, what impact it did or could have, and then ask questions. Try to be objective and refrain from judging or inferring what happened, giving the freelancer, consultant or contractor time and space to explain.

This framing can help you uncov...

The feedback sandwich both undermines the constructive (negative) feedback being conveyed while also making people suspicious of positive feedback.

Instead, follow these steps to give clear, concise, specific and constructive feedback after asking for permission.