Give Feedback that Works!
If you find it difficult to give critical feedback to others, you are not alone! Most leaders struggle with giving feedback that motivates improved performance. Unfortunately, many of the internet articles and tips on this topic are either wrong or incomplete. As a leader, executive coach, and scientist, I want to share some of the research and practices that can help you give feedback that motivates and improves performance.
Giving Feedback: Research Says...
Worst! Making the feedback about the “self.” Giving feedback about personal characteristics demotivates employees. Avoid statements about their competencies (e.g., not “charismatic,” “focused,” or “detail oriented”) and avoid statements that compare their skills to others.
Better! Describe outcomes vs. a goal or standard. Motivate employees to improve by describing their performance versus a goal or standard. For example: “Senior management did not accept the proposal because it did not address all of their concerns.” Or “Our agreed standards are to update this every week, but you have missed these updates for 3 weeks.”
Best! Describe detailed task behaviours or actions. Help employees learn and improve by focusing on actions they can take. For example: “Your presentation would have had more impact if you had included the key challenges expected, how these were going to be addressed...”
Turning Feedback into Action: Research and Practice Says...
Describe ideal performance. Describe what performance looks like if executed at a high standard. For example: “An ideal presentation to an executive audience includes identifying the audience’s questions, pre-wiring and asking for input from some stakeholders...”
Set a Goal. Focus effort by agreeing on an improvement goal. Having the employee set the goal or setting it jointly maximises ownership. Goals can reflect performance against a standard (e.g., “Forecast should be submitted 2 days prior to the due date for review.”) or can reflect a behaviour (e.g., “In your next presentation, make eye contact and don’t look at the slides.”)
Recognise early improvement. Recognise progress early and frequently. If you see small steps being made, point out the improvements you see as this will help motivate further action.
Leader Points: About This Series. As an executive coach, I have helped leaders over the last 15 years gain insight and knowledge to help them lead more effectively, increase their impact, and prepare for next-level jobs. At the same time, I learn from their challenges, learnings, and successes. The purpose of this series is to share some of the learnings that have helped leaders of all levels. I hope you benefit from these points of leadership.
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