Stress-free feedback: learning how to give feedback correctly
Feedback is not just another item on your to-do list, but a part of your work and interaction with colleagues. However, giving feedback in the right way is very difficult. You need to choose the right words, emphasize the positive aspects, and at the same time not devalue the work. The form in which you give feedback, whether it was requested, and how constructive your feedback is all affect the future work and motivation of your colleagues. HR Morning has found that companies that actively support and practice a feedback culture have 14.9% lower employee turnover compared to companies that do not. So let's define what are the ecological feedback models and how they work.
- "Sandwich"
It sounds appetizing, but let's save the food for later. This is the name of one of the most popular feedback models. The name "Sandwich" reflects its structure very well: positive information on the bottom and top, and negative information inside. That is, you first praise a colleague, then note what needs to be improved, and summarize all the good things. For example, "You did a great job with this task, but next time, please check the accounts more carefully. However, overall, your work was done very well." But be careful that your feedback doesn't come across as an attempt at flattery, because then your feedback won't be sincere.
- "STAR"
You shouldn't call your colleague a "star," because now we're just referring to an abbreviation of another model: Situation, Task, Action, Result. Using this scheme, talk through a specific situation, what was done, and summarize everything. For example, you are a recruiter and had a task to hire 2 new people to the team. Describe your steps and what results you got.
- "BOFF"
This feedback model is focused as much as possible on specific facts and actions and their impact on further work. Decoding: Balanced, Observed, Future, and Fact-based.
Whichever feedback model you choose, it's important to follow a few basics:
- objectivity;
Do not transfer your attitude or the opinions of other colleagues to the employee, evaluate without emotions and personal impressions.
- specificity;
Be like Ben Whittaker in the movie "The Intern" and be specific about what went well or not so well. If there's a negative, don't just say "it was bad," but specify where the delay or mistake occurred.
We think that the principle of "criticize and suggest" is also great here, because it is an opportunity to talk about specific things and further steps.
- honesty;
Talk openly with your colleagues, because it can give a new impetus to your business, while the accumulation of negativity can turn into a conflict situation.
- ability to listen;
Yes, feedback is not only about "speaking out" but also about the ability to hear each other, analyze and draw common conclusions.
- regularity.
To make the feedback culture work actively in your company, make it a regular feature. This can be done in the form of a feedback session, survey or discussion, etc.
Good feedback is not easy to create, but it is very realistic. Stick to the basic principles of building it, be sincere with your team, and don't forget about regularity. We guarantee that over a period of time you will notice tangible changes in your corporate culture.
