The fine art of delivering feedback

Feedback is in important part of growth and development, especially in working relationships. However, knowing the best way to provide feedback can be a tough.

To begin, it is important to remember feedback begins a dialogue so both parties can improve understanding. It is Information about a person’s performance of a task and should be given to reinforce or change a behavior.

It is easy to avoid providing feedback to your employees with hopes they understand what you are thinking. Unfortunately, people cannot read minds and feedback is necessary to raise awareness and maximize potential.

The following are the Components of Effective Feedback:

  • The Behavior. What the employee did and how they did it.
  • The Outcome. What resulted from the employee’s behavior and how it affected the team and the company.
  • The Next Steps. How to maintain positive outcomes, improve average outcomes, or work to solve negative ones.

When providing feedback, remember it needs to be delivered in an honest, constructive manner and used to address specific and relevant performance/conduct issues. Focus on the facts and not the person. Additionally, consider your timing and make sure you prepare.

Each person you work with is different, so remember some employees want – and need – feedback more frequently than others. Finally, feedback can be constructive or destructive. Choosing to provide constructive feedback will help your employees grow and improve.


Published by Lisa Raynor-Keck

Communications Manager for Employment Services & Operations at University of Houston-Downtown.

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