The best way to deliver feedback?

Feedback is crucial to growth as individuals, and to

improving the collective knowledge and

performance within us as organizations.

Nevertheless, feedback is often something that we

as managers and indeed as organizations are not

very good at.

We make our feedback specific

360 Review Feedback Precise and SpecificWhat we do

360 review

meetings often fall

into the trap of

being generic and

become a waste

of time

In order for

feedback to be

valuable, it needs

to be specific to a

particular task

We point out to the

precise task that we

are talking about

and say why it was

good or bad!

We make our feedback timely

The best feedback Close LinkFar and forgottenThe best

feedback is

when the task at

hand is fresh in

the employees

mind

For feedback to

work, it needs to be

as closely linked to

the associated

behavior as possible

Don’t wait for so

long that the

employee has

forgotten what

merited the

feedback

We make our feedback constructive

Positive Feedback Don’t sugar coatGood relationshipEmployees

value positive

feedback pretty

much above

everything else

at work

We don’t sugar coat

things and give

criticism where it is

due, but we do try

and ensure our

feedback has a

positive hue to it

We have a great

relationship with our

teams and we give

them regular

positive feedback

We make our feedback personal

The payers in our

teams are special,

so we treat them

that way and build

the trust by making

the feedback

personal

Praising for instance

is done in public, so

the rest of the team

know what a great

job they’ve done

While criticism is best

kept in a closed

room, we still put a

positive hue on our

feedback to keep

spirits up

We make our feedback sincere

People are usually

good at telling if we

are lying to them,

so we make sure

the feedback is

sincere

But equally, we are

not afraid to give

feedback when its

due

And finally, if you

want to give

feedback, you

should first be

ready to take

feedback

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