Tips for giving negative feedback - Deepstash

deepstash

Beta

deepstash

Beta

How To Master The Art Of Giving Negative Feedback

Tips for giving negative feedback

  • Be direct by avoiding the feedback"sanwich"(which can dilute the message and sounds insincere);
  • Don't let criticism accumulate: schedule weekly check-ins with your team, so feedback becomes part of the regular routine;
  • Don't make it personal: Stick to the facts, and avoid making assumptions;
  • Offer praise, but keep it separate from criticism;
  • If you think the feedback will be difficult to hear, consider giving the person space to process the information.

78 SAVES


This is a professional note extracted from an online article.

Read more efficiently

Save what inspires you

Remember anything

IDEA EXTRACTED FROM:

How To Master The Art Of Giving Negative Feedback

How To Master The Art Of Giving Negative Feedback

https://www.fastcompany.com/3034779/how-to-master-the-art-of-giving-negative-feedback

fastcompany.com

1

Key Idea

EXPLORE MORE AROUND THESE TOPICS:

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. 

5 more ideas

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.

one more idea

Negative vs. Positive Feedback
Positive feedback isn’t the best way to drive results and negative feedback isn’t actually all that bad:
  • Any negative feedback should be clear and timely yet not so harsh as to be pe...
For feedback to be effective...
  • Be Specific;
  • Be Immediate: you wait too long, it can have less impact and make it harder for the person to grasp exactly what needs changing;
  • Tie Feedback to Goals: it gives the receiver a clear goal to work towards and reason why you’ve given them this feedback;
  • Ensure Feedback Is Actionable;
  • Use the Right Language;
  • Don't avoid it: when feedback is given openly and honestly, it can be extremely valuable for your organization.
Plussing
Is a way to provide feedback and critique without creating fear or negative feelings, branded by the animation studio Pixar. 

Imagine an art director giving feedback to an animator on some sketches for Pixar’s next blockbuster movie and instead of saying something like “but the characters expression is all wrong,” they’ll frame it using more encouraging and creative words like and or what if: “what if we could make their expression more (enthusiastic, brazen, etc).