How to Give Constructive Feedback
Provide feedback that is useful, actionable and kind
Provide feedback that is useful, actionable and kind
We receive feedback on a daily basis–from friends, partners, coworkers and others. Not all feedback is equal. And understanding how to give feedback is just as vital as receiving it. This guide will show you the best way to provide feedback that encourages and empowers.
Why it’s difficult
Feedback is difficult to give and can be hard to receive, but most of us want constructive feedback. The American Psychological Association tested 1,984 people and found, across the board, participants expressed a desire for constructive feedback. Yet people often fear giving feedback, afraid that they will upset someone or say the wrong thing. The biggest predictor of impactful feedback is trust. A study published in the journal Thinking Skills and Creativity explored the experience around criticism and found feedback must be well-intentioned and the receiver needs to trust the person giving feedback.
What to do
One of the most well-known methods of constructive feedback is the "feedback sandwich." This method involves "sandwiching" negative information between compliments. Here are five guidelines to remember about providing quality feedback:
—Trust: An environment of trust is necessary for quality feedback. Recipients need to know they're respected.
—Consistency: Feedback should be clear and consistent. Recipients can't act on erratic or contradictory feedback.
—Real world examples: Provide feedback that references past work. Studies show direct, future-oriented feedback is less likely to stay with the listener.
—Practice empathy: Be aware of and allow space for an emotional response to feedback.
—Indicate importance: Let the recipient know if the feedback is vital. Not all feedback can or should be given the same weight.
What not to do
Don’t ignore compounding factors or shoehorn feedback into an overpacked day. Overwhelmed recipients are unlikely to remember information. Feedback is a two-way street, not a declaration from on high. Be true to the relationship with the recipient, even during a hard conversation. As well, if every single piece of feedback feels like an emergency, it won't be effective.
What to say
Come in with a game plan. What would make the conversation successful? What are you hoping to impart? When do you need follow up? Begin the conversation with an idea of what a successful conversation looks like.
Set aside ample time in a comfortable environment. Open the conversation and provide real-life examples. Give clear instructions on what improvement looks like. Provide any necessary context for the request. Let the recipient know what success in this context looks like.
As the conversation finishes, set up time in the future to reconvene. Make the giving and receiving of feedback part of a regular cadence. By normalizing the experience, it takes the pressure off.
Summary
—Trust between each party is necessary
—Feedback that references the past is more likely to be applied
— Giving feedback is a conversation
It can be difficult to give feedback, but most people want some form of it. Successful feedback must be well-intentioned and come from a trustworthy source.