Question 1

1. Be specific and realistic

Accepted Answer

Getting unclear or irrational feedback can be discouraging. That’s why it’s crucial to give feedback that’s specific and focused on improvement. Use real-life examples to show what needs to be addressed. Also, make sure the feedback relates to elements that can actually be improved. If the person has no control over the issue, it’s pointless to point it out.

After delivering feedback, ask the person if it makes sense and if they have any questions. This shows that you care and want them to understand how to move forward.

Question 2

2. Find the right time

Accepted Answer

Feedback that’s not timely can be frustrating, confusing, even hurtful. It’s best to give feedback as soon as possible, so the person can work on improving right away.

That being said, it’s also important to find the right time and place to give feedback. If you’re in a group, it might be better to wait until you can talk to the person one-on-one. This way, they can focus on the feedback without feeling embarrassed or defensive.

Choose a quiet and comfortable spot where you can have an open conversation. This shows that you value their feelings and are committed to helping them improve.

Question 3

3. Focus on the behaviour

Accepted Answer

It’s important to approach feedback without judgment. Instead of criticising the person, focus on describing the behaviour you’ve observed and how it makes you feel.

For instance, you could say something like,

“I noticed you’ve been arriving late to work several times this week. It makes me worried that you might not be able to complete your current project on time. Can we talk about it?”

This approach shows that you’re concerned about their performance and are willing to help them improve. It also helps the person understand the impact of their behaviour on others.

Question 4

4. Balance the feedback

Accepted Answer

Have you heard of the sh*t sandwich approach for giving feedback? It’s not about masking your feedback with empty compliments, rather acknowledging the person’s value and highlighting positive aspects of their work, while also providing constructive criticism. So you’ll give a compliment, followed by criticism, followed by another compliment in quick succession.

For example, a teacher might say to a student,

“Your work is beautifully written but you haven’t answered the question fully. However, I can see that you’ve tried to answer it and you can easily jump up a grade if you do this next time.”

By using this approach, you can make the feedback session more comfortable and motivating for the person, and give them a clear idea of what they’re doing well and what they need to improve on.

Question 5

5. Reflection

Accepted Answer

It’s important to remember that constructive criticism isn’t just about pointing out flaws; it’s also about offering solutions and ongoing support. If you don’t provide alternative behaviours or offer help in the long run, your feedback may not be as helpful as it could be.

Remember that feedback is a continuous process, so make sure to check in with the person and offer support along the way. Let them know when you notice progress, and be available to help them navigate any challenges that may arise.

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