How to give constructive feedback?

It’s very likely that at some point in your personal or professional life, you’ll have to give feedback to others. Feedback can be educational, motivating, and even inspiring. However, the word “feedback” can quickly scare and stress people out at the thought of someone criticizing their actions, and as a result, can get defensive, angry, or dismissive.

Learning how to give constructive feedback can feel like learning a new language, and the ability to do this effectively can reap many rewards in your relationships, career, and personal growth. But what does it mean to give constructive feedback, and how can we go about doing it in a way that encourages positive change?

Step 1: Understand The Importance of Constructive Feedback:

The first step in giving constructive feedback is to understand its importance. Constructive feedback means providing honest and insightful opinions that are intended to help someone grow and improve. It should not be an attack, criticism, or belittlement of the individual receiving the feedback. When done correctly, feedback can help the recipient feel more valued, can motivate and inspire them, and lead to positive change. Here are other benefits of constructive feedback:

• It allows someone to know how well they are doing and where they need to improve.

• It’s an opportunity for someone to learn and grow from mistakes.

• It helps clarify expectations and promote open communication.

Step 2: Use The Right Language and Emphasize the Positive:

The tone and language you use when giving feedback are key. If you give feedback in a negative, blame-focused way, the recipient is likely to get defensive and shut down. Instead, start with what the individual is doing well, which sets the stage for more improvement. In general, feedback should be specific, direct, and non-judgmental. Avoid vague criticisms like “you’re doing it wrong” and instead offer specific examples to help the person see where and how they can improve.

Here are some tips to help emphasize the positive:

• Use “I” statements instead of “you” statements (i.e., “I really appreciated how you tackled that difficult task” instead of “You did a good job with that task”).

• Give feedback in the present tense (“I am noticing you seem more confident in your work”).

• Use neutral language and avoid inflammatory adjectives like “irresponsible,” “lazy,” or “sloppy.”

Step 3: Address The Behavior, Not The Person:

It’s important to remember to focus on behaviors and actions, rather than the individual receiving the feedback. It’s easy to make personal judgments and criticisms, but addressing the individual’s behavior can lead to more productive improvements while keeping their self-esteem intact. Example:

• Instead of saying, “You’re always late,” try “I noticed that you arrive later than scheduled and I am concerned that it may negatively affect other team members.”

Step 4: Encourage Two-Way Communication:

It’s important that feedback is not a one-way street. Encourage the recipient to give their own perspective and feelings about the feedback given. Also, leave some space for questions and open-ended dialogue. This way you can offer further explanation if needed and understand their interpretations of the feedback.

Step 5: Offer Actionable Ideas for Improvement:

Once you have provided feedback, offer a clear path forward. Providing actionable suggestions is essential for the feedback to be productive and beneficial. Include specific examples of how the recipient can improve on their behavior, skills, or performance. It’s also important to deliver feedback respecting the individual’s level of learning so they can take the needed steps to improve. Additionally, it’s vital to give them the time and resources they need to create change.

Step 6: Follow Up:

Lastly, check-in over time to see if the recipient has made progress towards their goals, and offer encouragement to keep them motivated. Encourage them to continue to improve, or to seek out further coaching or assistance if needed.

Conclusion:

Delivering constructive feedback is a powerful tool for growth, and it can be a gift when given correctly. To ensure that feedback is a productive and positive experience, keep these tips in mind: emphasize the positive, focus on behaviors, encourage open communication, offer actionable ideas, and follow up. It takes practice and patience to become skilled at giving constructive feedback, but it is well worth the effort. By providing feedback that is non-judgmental, specific, and actionable, you are paving the way for positive change and growth, and improving relationships and professional development around you.