Elements of effective feedback
Giving feedback, both appreciative and developmental, is an important part of a manager's role.
Following are the ways to make the process of giving feedback effective:
- Cadence
Feedback is most effective when the receiver of such feedback is in the right frame of mind. A manager should work coordinate with each team member to work out a 1:1 schedule that is mutually convenient
- Mode
Different people would like receive feedback in different ways. A manager should check with the team members what their most preferred mode of receiving feedback would be. For example, by video calling, by chat, by email etc.
- Timing
Big developmental feedback should be given in 1:1 meeting with the agenda pre-shared. Small appreciative or developmental feedback should be instant. Big appreciative feedback should be a surprise in the 1:1 meeting
- Context
Managers should give specific instances for the feedback to be most effective.
- Anti patterns
Managers should practice to overcome unconscious patterns like a) giving only appreciative but not developmental, b) sandwiching developmental feedback between 2 appreciative feedbacks etc.
- Intent
Feedback is most effective when managers share their intent that such feedback is meant for the growth of the team member.
- Content
Feedback should be specific, targeted and with respect to the items that can be controlled by the team member.
- Feedback on Feedback
Managers should always seek feedback from their team members on whether the communication was clear, were there any assumptions and what can be improved with respect to the feedback sharing process.
