13 top tips for giving effective feedback
By: Bgl Tech
Tags: Career Development, Work, Feedback, Management, Workplace

Master the art of giving feedback in the workplace with this helpful guide by the BGL Tech team:

The best places to work have cultures where feedback is given and received regularly. It challenges people to be at their best, and provides a way for us all to learn and grow.

But not everyone finds it easy to give feedback, so we’ve put together some handy hints:

1. Face-to-face (or video call for now)

Why not pop 15 minutes in a colleague’s calendar and get some valuable face-to-face feedback? It allows for a better exchange of information since both speaker and listener are able to see and interpret body language and facial expressions.

2. Be timely

Feedback should be given as timely as possible, if it is to be most effective. Why not send a quick note after a meeting?

3. Be SMART

Why not make your feedback SMART to really support your colleagues’ growth? That is:

Specific

Measurable

Achievable

Realistic

Timely

4. Do it often

The more it’s done, the less challenging it is! Providing short, consistent and frequent feedback sessions are more effective, and in the long run, less awkward, than the annual review.

Just like a puppy, feedback is not just for Christmas — it needs regular and continuous attention!

5. Frame it differently

Ask for advice rather than feedback and use phrases like “What do you think I could have done better?”

If your giving feedback make a suggestion or discuss what you would like to happen going forward.

6. Don’t forget the praise

When things are working well with your team members, let them know. Make time to call out colleagues for their successes or for demonstrating core values and behaviours. Avoid just saying “thanks, that was good”.

Share the impact that they had. Not only does this clarify what ‘good’ looks like, but the praise and recognition of a good job is in itself motivational and helps to build that relationship of trust and respect.

7. Take the 50/50 approach

Constructive feedback is a healthy blend of praise for achievement and suggestions for improvement.

“Don’t just criticise, condemn or complain, give a constructive feedback instead”- Dale Carnegie

8. Adopt the Continuous Feedback Model

Plan — Create an action plan for continuous feedback

Do — Execute this continuous feedback plan

Check — Monitor the continuous feedback plan and implement changes wherever necessary

Act — Take necessary actions and implement the plan into the system

Continuous feedback helps create a healthy workplace culture: It is important that the employees are willing to discuss their strengths and weaknesses on a regular basis. This facilitates a culture of continuous learning and development. Let’s work together to stamp out mid and end of year feedback requests and shift to continuous feedback for continuous improvement

9. Show appreciation for the receiver in tough conversations

You can make a tough conversation positive by thanking them for listening and saying that you’re glad we’ve worked together on a way forward.

10. Be kind and clear

Get to the point, and remove unnecessary emotion. Focus on what actually happened, and the impact on you personally and (ask them what they might do it differently and what’s next) make a suggestion on what to do differently or do next.

Feeding people half-truths or being vague with your meaning might make you feel more comfortable but won’t help the receiver. People generally respond better to specific, positive direction.

11. Constructive criticism is not a spectator sport

Don’t provide individual feedback in a group setting. Giving constructive criticism in the workplace should be done privately, so that the recipient doesn’t feel singled out and you have the time to work through the feedback.

12. Why plant a tree and not see it grow?

Revisit where the seed was planted and follow up with your colleague. Have you seen a change since you gave your feedback?

13. Seek feedback in return

Feedback should instill a sense of partnership on both sides. Why not encourage their feedback too?